How to Successfully Implement Talent Acquisition Software
Talent Acquisition Software is a tool to automate and streamline the hiring process. It is the catalyst of the recruitment cycle t...
Technology has become an indispensable aspect of human lives, and it is true that in recent years, technological development has outgrown. In the current time, we are dependent on various tech that makes our life easier. Just like any other industry, the recruitment industry is no exception. Recruitment tech and tools are helping recruiters and hiring managers to improve the recruitment process.
The human resources department employs an innovative recruitment process to take exciting turns. The digital revolution supports HR practices and currently makes the jobs of many managers, HR admins, and recruitment officers a lot easier.
Right now, recruiters' job is not just limited to finding the proper candidates for the organisation. But they have to find perfect recruitment software solutions to enhance recruitment workflow.
But for those who don’t know what that roadmap might look like, the key is to look at the features and practices to prioritise when starting to automate recruitment procedures with software solutions.
Software tools take over administrative tasks that help streamline the sourcing and recruitment process and ensure one of three things:
Recruiters and hiring managers get to spend time on tasks that truly matter.
They find the best candidates in the pipeline.
They keep the application influx coming.
First and foremost, if you’re reading this article and still considering whether HR software solutions are a good idea, let’s dispel any doubt first. Professionals doubt technological adoption in a business for various reasons, but they generally fall under three anxieties that they feel could get added to them. Here are those three anxieties in a nutshell.
For the most part, a lot of recruiters worry about dealing with the learning curve that technology might have. But many of the available technologies to help recruiters and HR managers can be fairly simple to use. There’s also the added option of hiring someone to learn, set up, and manage these types of hiring software for you. Consider hiring someone with an administrative assistant associate degree and just buying the software for them.
Speaking of “buying,” that brings us to the next apprehension. Some would ask, “why should I allocate an already limited budget to these tools?” Well, the short answer is that it’s worth it. These recruitment systems - in their best form - have a subscription attached to them, but the amount of time you save and the results you get more than offsets whatever gets spent to keep these programs running.
Then, there’s the thought of having to keep this tool in mind on a day-to-day level. Keeping this kind of software will be an added part of the workflow, but many of these functions remove many other time-consuming tasks. For instance, having a recruitment CRM (which will be discussed later on) will take out many manual tasks like following up with applicants and recruits, scheduling interviews, filing notes, and so on.
Now that it’s settled that recruitment technology can improve recruitment workflow, the next thing to look at is how these tools do exactly that. The following are three ways that online software can streamline recruitment:
Automation: Recruitment Automation tools to eliminate manual and repetitive tasks and automate that take hours off a recruiter’s daily schedule.
Management: These processes and systems can manage all sorts of data such as contact details, legal paperwork, and so on— for easier access.
Multiplication: A recruitment tool amplifies one’s efforts so that you get more results from lesser input.
Now it’s time to look into the features that the best recruitment software has to offer. Here are the seven features to look for in HR recruitment software options.
Trying to boost online recruitment involves a lot of marketing activities. Not all HR professionals have a marketing background, so it helps when a tool can take care of that for you. Recruitment Management System for HR can provide recruiting departments and professionals with a series of tools that can help promote job openings better.
One of the basic attributes that a recruitment feature can provide includes a job board generator to integrate into a website for better function and presentation. Recruitment marketing features can also provide an affiliate program manager so that HR departments can deploy headhunters to find the best candidates. There are also other features like social sharing, job board integration, mobile marketing services, and so on.
Many businesses are now using software solutions to improve the effectiveness and efficiency of their recruitment processes.
A well-thought-out and mindfully crafted recruitment process assists the hiring team in quickly filtering the right candidates while remaining focused on engaging the eligible candidates for maximum conversions.
If finding applicants is hard enough, finding the right ones is even harder. 50% of new hires quit within the first six months. Going through dozens of resumes can eat up a lot of time and subject people to human error and biases. But with job-matching AI recruitment technology, HR departments can remove those issues from the recruitment process.
Job and applicant matching technology can scan through resumes and automatically flag entries that make an applicant the perfect fit. All managers have to do is enter the keywords that matter to them and watch the software do its magic.
A common problem when recruiting staff is having good applicants fall through the cracks. Keeping a database is the best option, but that can be a hassle if you have to build one from scratch. Thankfully, there is now an Applicant Tracking System available in the market for HR and recruitment software.
In this day and age where companies are now hiring remote employees and freelancers, applicant trackers can also help categorise the types of jobs these applicants apply for and bring more order to the recruitment pipeline. It’s always best to have this feature in your recruitment process to help give more structure to the application filtering process.
Effective onboarding enhance retention rate by 82% and productivity by 70%. But not all companies onboard staff well. Good recruitment software can take care of that for human resource staff and departments. Find a solution that gives an employee onboarding wiki that new hires can simply go through. This wiki can be in the form of a mini-learning management system that contains must-knows in written or even video format. Keeping an onboarding wiki helps save significant time as it reduces or removes the need for HR managers to onboard staff one by one upon hiring.
A recruitment CRM feature allows recruiters and managers to run new hires through an automated process. Many types of recruitment software have a CRM feature in them that allows HR employees to automate things like monthly reminders and catch-ups, personal development plan implementation, and so much more. CRMs can send reminders to freelancers for billing cut-offs and collect information from new staff regularly for database updating. The applications are endless.
Data reports help significantly in the evaluation process. These data points can help track relevant information, such as which recruitment marketing channels provide the best applicants, how long it takes to onboard a recruit, turnover rate, the applicant-to-job hire ratio, and so on.
In the past, computing for these KPIs was done manually and would take several hours to complete. Recruitment software can automatically track and report this data, removing a lot of data gathering, crunching, and representing from the recruitment employee’s calendar.
Recruitment and human resource management technology have come a long way. Of course, there are still many points to improve in recruitment processes. But innovations come out every day that help streamline HR operations and improve recruitment efficiency. As these innovations come out, the worst thing to do is to watch them change other recruiters’ workflows and lives and not jump in. So, start looking into placing recruitment software into your operations today.