As with everything there are downsides to using recruitment software to stay on top of your hiring process. The software immediately sifts out CVs that are not pertaining to your search, leading to some applicants criticizing companies not even troubling to send a denial slip. Other times, the recruiter misses out on a few highly-skilled candidates only because their CVs didn't contain the right words that appropriately correspond with the search.
Nevertheless, the use of HR recruitment software to extend efficiency and reduce expenses , in the end, surpasses having to go without it. Hiring, in fact, doesn't make income for the company, unless you are a recruitment company whose prime income-producing activity is to hire the right workers for your client companies. Still, having to manage multiple clients and applicants is more reason for a recruitment agency to find the most appropriate software that satisfies its business requirements.
It's vital to know, though, that hiring is basically a people-centric process. Just because you have on board excellent software with a huge database for storing client and applicant data and a handy CV parser doesn't imply you can idly chill and let your PC do all of the work. Effective recruitment does not take place simply because of software. Human interaction and the ability to form sound judgment through those interactions invariably be necessary.
These are strategies thru which you can integrate your own human talents and logic to work with recruitment software.
1. Fix your search factors.
One of the most terrible errors recruitment execs make is to rely on a simplistic set of search criteria when looking for CVs of people that might have an interest in a job opening. When you type in the keyword "management" into your software, it most likely comes up with CVs that contain the word "management" in them, which is not exactly a good factor that can help you establish if the candidate is a tight fit for the job or not. Good recruitment software lets you systematize your CV search by providing several filters. Take advantage of this by identifying certain fields, such as area of interest, years and level of professional experience or specific skill sets.
2. Extend your applicant database.
It takes a good recruitment database to keep all of your applicant info intact, but it takes a friendly and innovative human team to ask candidates to fill in your database. Any kind of software will not be able to do it for you, so don't put off planning and executing a marketing program to get people to apply to your jobs.
3. Permit job sharing and candidate referral.
Effective recruitment isn't simply about getting hold of people who are actively looking for work; it should also allow access to passive applicants who might be interested once the right opportunity comes along. Recruitment software features include job sharing, applicant referral or both, which permit you to find high-quality applicants who might not meet your cited search phrases or people who may not have asked for the position in the first place.
4. Automate communications.
Typing and sending out daily mails to clients and candidates is an incessant and time-intensive task. Recruitment software have features that help you to create all your generic e-mails at a time, save them in your system and send them out with a click when the need appears. This feature doesn't only save some time and resources. It may also assist in improving client and candidate relations and strengthen your brand awareness by allowing you to send regular e-newsletters that provide useful and fascinating content to keep your firm on top of people's minds.
5. Integrate job boards into your software.
Internet job boards remain a main resource for jobseekers. Analysis shows that any job posting on a job board receives 300 replies average. With recruitment software, you can save time by targeting multiple job boards at a single time. Naturally, you have to write detailed job ads that contain the job description, requirements and benefits, but the software looks after multiple posting. Also, don't forget to incorporate an email address that applicants can apply to. Your software will automatically link the replies and all files attached into your own system.
6. Manage your timetable.
Working on various jobs all at the same time may cause time allocation issues which may lead to problems such as missed phone calls or late interviews. Your recruitment software should come with a built-in diary that sets reminders for when events such as these are about to take place or when they're due. The latest software even allows you to create reminders for other business-related events, for example regular conferences with employees or special events like advisor meetings.
While recruitment software won't take over the whole hiring process, it's an important element of any recruitment firm or HR team whose main responsibility is to keep and manage a pool of applicants who can fill in job vacancies. As the thinking, investigating, problem-solving human, your job is to enhance your use of automated recruitment software and be sure your company is getting the best out of it.
Nevertheless, the use of HR recruitment software to extend efficiency and reduce expenses , in the end, surpasses having to go without it. Hiring, in fact, doesn't make income for the company, unless you are a recruitment company whose prime income-producing activity is to hire the right workers for your client companies. Still, having to manage multiple clients and applicants is more reason for a recruitment agency to find the most appropriate software that satisfies its business requirements.
It's vital to know, though, that hiring is basically a people-centric process. Just because you have on board excellent software with a huge database for storing client and applicant data and a handy CV parser doesn't imply you can idly chill and let your PC do all of the work. Effective recruitment does not take place simply because of software. Human interaction and the ability to form sound judgment through those interactions invariably be necessary.
These are strategies thru which you can integrate your own human talents and logic to work with recruitment software.
1. Fix your search factors.
One of the most terrible errors recruitment execs make is to rely on a simplistic set of search criteria when looking for CVs of people that might have an interest in a job opening. When you type in the keyword "management" into your software, it most likely comes up with CVs that contain the word "management" in them, which is not exactly a good factor that can help you establish if the candidate is a tight fit for the job or not. Good recruitment software lets you systematize your CV search by providing several filters. Take advantage of this by identifying certain fields, such as area of interest, years and level of professional experience or specific skill sets.
2. Extend your applicant database.
It takes a good recruitment database to keep all of your applicant info intact, but it takes a friendly and innovative human team to ask candidates to fill in your database. Any kind of software will not be able to do it for you, so don't put off planning and executing a marketing program to get people to apply to your jobs.
3. Permit job sharing and candidate referral.
Effective recruitment isn't simply about getting hold of people who are actively looking for work; it should also allow access to passive applicants who might be interested once the right opportunity comes along. Recruitment software features include job sharing, applicant referral or both, which permit you to find high-quality applicants who might not meet your cited search phrases or people who may not have asked for the position in the first place.
4. Automate communications.
Typing and sending out daily mails to clients and candidates is an incessant and time-intensive task. Recruitment software have features that help you to create all your generic e-mails at a time, save them in your system and send them out with a click when the need appears. This feature doesn't only save some time and resources. It may also assist in improving client and candidate relations and strengthen your brand awareness by allowing you to send regular e-newsletters that provide useful and fascinating content to keep your firm on top of people's minds.
5. Integrate job boards into your software.
Internet job boards remain a main resource for jobseekers. Analysis shows that any job posting on a job board receives 300 replies average. With recruitment software, you can save time by targeting multiple job boards at a single time. Naturally, you have to write detailed job ads that contain the job description, requirements and benefits, but the software looks after multiple posting. Also, don't forget to incorporate an email address that applicants can apply to. Your software will automatically link the replies and all files attached into your own system.
6. Manage your timetable.
Working on various jobs all at the same time may cause time allocation issues which may lead to problems such as missed phone calls or late interviews. Your recruitment software should come with a built-in diary that sets reminders for when events such as these are about to take place or when they're due. The latest software even allows you to create reminders for other business-related events, for example regular conferences with employees or special events like advisor meetings.
While recruitment software won't take over the whole hiring process, it's an important element of any recruitment firm or HR team whose main responsibility is to keep and manage a pool of applicants who can fill in job vacancies. As the thinking, investigating, problem-solving human, your job is to enhance your use of automated recruitment software and be sure your company is getting the best 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
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