As with all things there are drawbacks to using recruitment software to manage your hiring process. The software automatically sorts out CVs that aren't pertaining to your search, causing some applicants giving bad press firms not even bothering to send a rejection slip. Other times, the recruiter misses out on a couple of highly-qualified candidates just because their CVs didn't contain the right words that correctly correspond with the search.
However, the use of HR recruitment software to extend efficiency and reduce expenses , in the end, trumps having to go without it. Hiring, of course, doesn't generate income for the company, unless you are a recruitment company whose main income-creating activity is to hire the right workers for your client companies. Still, having to manage various clients and applicants is more reason for a recruitment company to find the most appropriate software that meets its business needs.
It's vital to know, though, that hiring is basically a people-centric process. Just because you have on board wonderful software with a huge database for storing client and applicant information and a handy CV parser does not mean you can idly chill out and let your PC do all of the work. Effective recruitment does not happen merely because of software. Human interaction and the facility to form sound judgment thru those interactions invariably be essential.
These are tactics thru which you can integrate your own human abilities and logic to work with recruitment software.
1. Work on your search factors.
One of the biggest errors recruiters make is to depend on a simplistic set of search factors when searching for CVs of people that might be interested in a job opening. When you type in the search term "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 will help you establish if the applicant is a good fit for the job or not. Good recruitment software allows you to cut the frills off your CV search by providing multiple filters. Take advantage of this by identifying certain fields, for example area of interest, years and level of professional experience or specific skill sets.
2. Expand your candidate database.
It takes an excellent recruitment database to keep all your applicant information complete but it needs a friendly and prolific human team to ask candidates to fill in your database. Any sort of software will be unable to do it for you, so do not shirk planning and executing a promotional campaign to get applicants to apply to your jobs.
3. Allow job sharing and applicant referral.
Effective recruitment is not simply about getting in touch with people who are actively looking for work; it should also allow access to passive candidates who might 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 applicants who may not meet your specified search terms or those who might not have asked for the position at first.
4. Automate communications.
Creating and sending out daily e-mails to customers and applicants is an incessant and time-consuming task. Recruitment software have features that permit you to write all your generic e-mails at one time,, save them in your system and send them out with a click when the need turns up. This feature does not only save some time and resources. It can also aid in improving client and applicant relations and reinforce your brand power by permitting you to send regular e-newsletters that provide helpful and interesting content to keep your firm on top of people's minds.
5. Assimilate job boards into your software.
Online job boards are still a primary resource for jobseekers. Research shows that any job posting on a job board receives 300 replies on average. With recruitment software, you are able to save time by targeting multiple job boards at a time. Of course, you have to write detailed job adverts that contain the job description, requirements and benefits, but the software takes care of multiple posting. Additionally, remember to include a mail address that candidates can apply to. Your software will immediately link the replies and all files attached into your own system.
6. Manage your schedule.
Managing various jobs all at the same time may cause time allocation issues that lead to problems like missed telephone calls or late interviews. Your recruitment software should come with an electronic diary that sets reminders for when events like these are about to take place or when they are due. The best software even lets you create reminders for other business-related events, eg regular meetings with staff members or special events like advisor conferences.
While recruitment software will not take over the entire hiring process, it is a 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, analyzing, problem-solving human being, your job is to enhance your usage of automated recruitment software and make sure your company is getting the best from it.
However, the use of HR recruitment software to extend efficiency and reduce expenses , in the end, trumps having to go without it. Hiring, of course, doesn't generate income for the company, unless you are a recruitment company whose main income-creating activity is to hire the right workers for your client companies. Still, having to manage various clients and applicants is more reason for a recruitment company to find the most appropriate software that meets its business needs.
It's vital to know, though, that hiring is basically a people-centric process. Just because you have on board wonderful software with a huge database for storing client and applicant information and a handy CV parser does not mean you can idly chill out and let your PC do all of the work. Effective recruitment does not happen merely because of software. Human interaction and the facility to form sound judgment thru those interactions invariably be essential.
These are tactics thru which you can integrate your own human abilities and logic to work with recruitment software.
1. Work on your search factors.
One of the biggest errors recruiters make is to depend on a simplistic set of search factors when searching for CVs of people that might be interested in a job opening. When you type in the search term "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 will help you establish if the applicant is a good fit for the job or not. Good recruitment software allows you to cut the frills off your CV search by providing multiple filters. Take advantage of this by identifying certain fields, for example area of interest, years and level of professional experience or specific skill sets.
2. Expand your candidate database.
It takes an excellent recruitment database to keep all your applicant information complete but it needs a friendly and prolific human team to ask candidates to fill in your database. Any sort of software will be unable to do it for you, so do not shirk planning and executing a promotional campaign to get applicants to apply to your jobs.
3. Allow job sharing and applicant referral.
Effective recruitment is not simply about getting in touch with people who are actively looking for work; it should also allow access to passive candidates who might 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 applicants who may not meet your specified search terms or those who might not have asked for the position at first.
4. Automate communications.
Creating and sending out daily e-mails to customers and applicants is an incessant and time-consuming task. Recruitment software have features that permit you to write all your generic e-mails at one time,, save them in your system and send them out with a click when the need turns up. This feature does not only save some time and resources. It can also aid in improving client and applicant relations and reinforce your brand power by permitting you to send regular e-newsletters that provide helpful and interesting content to keep your firm on top of people's minds.
5. Assimilate job boards into your software.
Online job boards are still a primary resource for jobseekers. Research shows that any job posting on a job board receives 300 replies on average. With recruitment software, you are able to save time by targeting multiple job boards at a time. Of course, you have to write detailed job adverts that contain the job description, requirements and benefits, but the software takes care of multiple posting. Additionally, remember to include a mail address that candidates can apply to. Your software will immediately link the replies and all files attached into your own system.
6. Manage your schedule.
Managing various jobs all at the same time may cause time allocation issues that lead to problems like missed telephone calls or late interviews. Your recruitment software should come with an electronic diary that sets reminders for when events like these are about to take place or when they are due. The best software even lets you create reminders for other business-related events, eg regular meetings with staff members or special events like advisor conferences.
While recruitment software will not take over the entire hiring process, it is a 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, analyzing, problem-solving human being, your job is to enhance your usage of automated recruitment software and make sure your company is getting the best from 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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