As with everything else, there are downsides to using recruitment software to be in control of your hiring process. The software automatically seives out CVs that aren't pertinent to your search, resulting in some people criticizing firms not even taking the time to send a rejection slip. Other times, the recruiter misses out on a few highly-qualified applicants only because their CVs didn't contain the proper words that properly correspond with the search.
Nevertheless, the use of HR recruitment software to augment efficiency and reduce expenses ultimately surpasses having to go without it. Hiring, in fact, doesn't make earnings for the company, unless you're a recruitment company whose prime income-generating activity is to hire the right people for your client corporations. Still, having to manage various clients and candidates is more reason for a recruitment firm to find the best software that meets its business needs.
It's vital to know, though, that hiring is basically a people-centric process. Simply because you have on board fantastic software with a large database for storing client and applicant data and an easy-to-navigate CV parser doesn't imply you can idly sit back and let your personal computer do all of the work. Effective recruitment does not occur simply because of software. Human interaction and the facility to form sound judgment through those interactions continue to be vital.
The following are strategies thru which you can combine your own human skills and logic to work with recruitment software.
1. Improve your search criteria.
One of the most terrible blunders hiring managers make is to rely on a simplified set of search criteria when searching for CVs of folks that might be interested in a job opening. When you type in the search term "management" into your software, it most likely turns up with CVs that contain the word "management" in them, which isn't really a good factor that can help you identify if the applicant is a decent fit for the job or not. Good recruitment software allows you to streamline your resume search by providing multiple filters. Take advantage of this by identifying certain fields, such as area of interest, years and level of professional experience or specific professional skills.
2. Expand your applicant database.
It takes a superb recruitment database to keep all your candidate information complete but it needs a friendly and creative human team to ask folks to fill in your database. Any type of software will fail to do it for you, so do not put off planning and executing a marketing program to get candidates to apply to your openings.
3. Include job sharing and applicant referral.
Effective recruitment is not simply about getting into contact with individuals who are actively hunting for work; it should also allow access to passive applicants who could be interested once the right opportunity rolls along. Recruitment software features include job sharing, candidate referral or both, which permit you to find fine quality candidates who may not meet your stipulated search phrases or people who may not have applied for the position right off the bat.
4. Automate communications.
Creating and sending out daily emails to clients and candidates is a repeated and time-consuming task. Recruitment software have features that help you to write all your generic mails at a single time, save them in your system and send them out with a click when the need appears. This feature doesn't only save you time and resources. It can also help improve customer and candidate relations and fortify your brand power by allowing you to send regular e-newsletters that provide useful and interesting content to keep your firm on top of people's minds.
5. Incorporate job boards into your software.
Internet job boards are still a principal resource for jobseekers. Analysis shows that any job posting on a job board receives 300 responses typically. With recruitment software, you are able to save time by targeting multiple job boards at one time. Naturally, you have to write detailed job ads that contain the job description, requirements and benefits, but the software looks after multiple posting. Additionally, don't forget to include an email address that applicants can apply to. Your software will instantly link the replies and all files attached into your own system.
6. Manage your schedule.
Working on many activities all at the same time could cause time allocation issues which can lead to problems such as missed phone calls or late interviews. Your recruitment software should include an electronic diary that sets reminders for when events like these are about to come up or when they're due. The latest software even lets you create reminders for other business-related events, eg regular meetings with employees or special events like advisor meetings.
While recruitment software won't take over the entire hiring process, it's a vital component of any recruitment firm or HR team whose main responsibility is to keep and manage a pool of people who can fill in job vacancies. As the thinking, analyzing, problem-solving human being, your job is to improve your use of automated recruitment software and be sure your company is getting the most out of it.
Nevertheless, the use of HR recruitment software to augment efficiency and reduce expenses ultimately surpasses having to go without it. Hiring, in fact, doesn't make earnings for the company, unless you're a recruitment company whose prime income-generating activity is to hire the right people for your client corporations. Still, having to manage various clients and candidates is more reason for a recruitment firm to find the best software that meets its business needs.
It's vital to know, though, that hiring is basically a people-centric process. Simply because you have on board fantastic software with a large database for storing client and applicant data and an easy-to-navigate CV parser doesn't imply you can idly sit back and let your personal computer do all of the work. Effective recruitment does not occur simply because of software. Human interaction and the facility to form sound judgment through those interactions continue to be vital.
The following are strategies thru which you can combine your own human skills and logic to work with recruitment software.
1. Improve your search criteria.
One of the most terrible blunders hiring managers make is to rely on a simplified set of search criteria when searching for CVs of folks that might be interested in a job opening. When you type in the search term "management" into your software, it most likely turns up with CVs that contain the word "management" in them, which isn't really a good factor that can help you identify if the applicant is a decent fit for the job or not. Good recruitment software allows you to streamline your resume search by providing multiple filters. Take advantage of this by identifying certain fields, such as area of interest, years and level of professional experience or specific professional skills.
2. Expand your applicant database.
It takes a superb recruitment database to keep all your candidate information complete but it needs a friendly and creative human team to ask folks to fill in your database. Any type of software will fail to do it for you, so do not put off planning and executing a marketing program to get candidates to apply to your openings.
3. Include job sharing and applicant referral.
Effective recruitment is not simply about getting into contact with individuals who are actively hunting for work; it should also allow access to passive applicants who could be interested once the right opportunity rolls along. Recruitment software features include job sharing, candidate referral or both, which permit you to find fine quality candidates who may not meet your stipulated search phrases or people who may not have applied for the position right off the bat.
4. Automate communications.
Creating and sending out daily emails to clients and candidates is a repeated and time-consuming task. Recruitment software have features that help you to write all your generic mails at a single time, save them in your system and send them out with a click when the need appears. This feature doesn't only save you time and resources. It can also help improve customer and candidate relations and fortify your brand power by allowing you to send regular e-newsletters that provide useful and interesting content to keep your firm on top of people's minds.
5. Incorporate job boards into your software.
Internet job boards are still a principal resource for jobseekers. Analysis shows that any job posting on a job board receives 300 responses typically. With recruitment software, you are able to save time by targeting multiple job boards at one time. Naturally, you have to write detailed job ads that contain the job description, requirements and benefits, but the software looks after multiple posting. Additionally, don't forget to include an email address that applicants can apply to. Your software will instantly link the replies and all files attached into your own system.
6. Manage your schedule.
Working on many activities all at the same time could cause time allocation issues which can lead to problems such as missed phone calls or late interviews. Your recruitment software should include an electronic diary that sets reminders for when events like these are about to come up or when they're due. The latest software even lets you create reminders for other business-related events, eg regular meetings with employees or special events like advisor meetings.
While recruitment software won't take over the entire hiring process, it's a vital component of any recruitment firm or HR team whose main responsibility is to keep and manage a pool of people who can fill in job vacancies. As the thinking, analyzing, problem-solving human being, your job is to improve your use of automated recruitment software and be sure your company is getting the most out of it.
About the Author:
Jane Clements works for eBoss Solutions, maker and provider of topnotch HR recruitment software. For more information, please visit eBoss Solutions or send an email to jane.ceboss.co.uk
No comments:
Post a Comment