Recruitment software is now taking on the challenges of recruitment and with the latest software and technology; you can find the best employees and retain them while saving money.
Managing recruitment processes is a skill that has been elevated to an art form in recent years, but businesses cannot always rely on guesswork to recruit and retain excellent staff. Recruitment software is now taking on the challenges of recruitment and with the latest software and technology; you can find the best employees and retain them while saving money.
But how do you find the best people for positions in your company without having to break the bank?
While recruitment software allows you to root out the talent that you need while making short work of the recruitment process, job orientated websites as well as social media sites can prove very beneficial, and cheap when advertising a position - and even more revealing of the applicants behavior. Most recruiters are already using social media to identify talented employees outside their usual networks. According to a 2012 survey by Jobsite, 54% of recruiters use Twitter, 66% Facebook, and a massive 97% use LinkedIn, as recruitment tools.
Once you have your applicants, software helps with applicant tracking, talent pool resources, and other beneficial ways of sourcing great staff and the HR department can do more in less time - which can save company money in the long run.
David Robert, CEO, A Great Place to Work, based in Dubai agrees such software can be very beneficial. "Online recruitment systems can be helpful to narrow a large candidate pool based on 'price of admission' factors, such as education, certifications, experience with specific tools, etc.," he said.
Some good software options include the iCIMS Talent Platform that simplifies and automates the hiring process from applicant tracking to hiring. It has a 97% customer satisfaction rate, and is great for small to mid-size businesses.
HiringThing enables users to hire the right people quickly. It allows companies to post customized job listings online, and categorize and analyze applicants.
COMPAS is a web-based system that offers comprehensive and effective functionality, streamlining the recruiting process. COMPAS is scalable and customizable, making it a great option for staffing agencies and the corporate sector.
BambooHR is reportedly affordable and web-based, and is great for small to mid-sized businesses looking to streamline their recruiting process. With detailed employee records and customized reports, it's a great way to automate administrative tasks.
Kronos is a cloud-based HR solution, great for businesses of all sizes. It is an affordable system that can be scaled to fit your recruiting and staffing needs, to streamline the entire recruiting process.
The Applicant Manager is affordable and easy-to-use. It simplifies the recruiting process, enabling you to build relationships with both active and passive candidates.
According to Robert, while software can help initial employee selection, nothing beats a face-to-face meeting. "However, no application can replace a face-to-face interview and assessment. At Great Place to Work, we believe that choosing employees for their culture fit is as important - if not more - than selecting a candidate based on his/her technical skills alone. The best way to gauge a candidate's likelihood of fitting in is to have a lengthy dialogue," he said.
While any future employee will aim to provide an impressive CV on a recruitment website or via company software, their online behavior elsewhere on the web are now also of interest to recruiters and employers. Human resources departments are more and more desperately trying to translate them into 'digital reputations' and use them to find talent online.
According to the Harvard Business Review one in six job seekers credits social media with helping them find a better job. Additionally, recruiters are starting to deem candidates unemployable if they fail to find information about them online -- we are all now expected to have an online profile.
The big implication is that one needs to invest a considerable amount of time managing the digital reputation. The only thing that's worse than not having a profile is having an undesirable profile. Chances of being headhunted online are inversely related to the amount of inappropriate self-disclosure found in a Facebook or Twitter profile. Egosurfing -- or self-googling -- is now more important than updating your CV.
The downside of online and software recruiting is that some good, quality people will miss out on opportunities because their CV is missing the right key words to be pulled out of a database.
© Zawya BusinessPulse 2013
