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Improving Recruitment Using Technology

Today, technology is increasingly becoming an important component of business processes, and HRM tasks like recruitment are no different. Integrated HR software suites help organizations in a number of ways – from increasing the efficiency and effectiveness with which they manage their workforce to providing them completely visibility into HRM – and ensuring that organizations base their HRM efforts and strategies on technology. In this article, we will talk more about how recruitment can be improved by the smart use of technology.

Bringing new talent into the organization has long been a complicated task for the stakeholders involved. After all, a lot of it is dependent on opinions and on-the-spot decisions, and these can go wrong sometimes. However, there is no need to overstate the importance of recruitment. In the absence of an effective recruitment strategy, organizations will pay heave price, literally, and all the stakeholders will suffer. Technology helps eliminate these issues and make recruitment better and more effective.

Firstly, the software will help improve the collaboration among the multiple stakeholders involved in recruitment. It is a common occurrence in organizations that HR professionals and the managers who require resources work in their own silos without really collaborating with one another. The managers will just list out their requirements and HR professionals go about finding candidates who suit their requirements. There is no effective collaboration among them, and sometimes, things get lost in translation, with HR professionals bringing in candidates that are not very suitable for the roles. Instead of this, HR technology allows the stakeholders – HR professionals and managers – to work together to acquire talent. There will always be open a channel of communication between them, and there is a platform for both of them to work together.

Coming to the other stakeholder, the candidate, it is not uncommon that they feel that the company is being indifferent towards them and not being responsive enough. As a result, they will likely look for better and more responsive workplaces. This can also be avoided with technology as the software will provide candidates and HR professionals with a common platform to work together. The software will also keep the candidate apprised of the developments through automated messages so that the candidate is engaged, and not lost in confusion.

Next, the other common issue with HRM is that HR professionals get things mixed up, which affects their ability to do the job and delays things. There is no effective way for them to keep track of the multiple things that they have to do in the course of recruitment. They might miss something, or be slow in their response to candidates. What they would need is an efficient way to keep track of all the things in recruitment so that everything is accounted for, and all the tasks are dealt with. This happens with the applicant tracking system (ATS), a dedicated platform for HR professionals to keep track of all the applicants. At a single glance, it lets HR professionals know where they are with regards to a certain candidate, and what step they should be taking next. For example, one candidate might already have had his or her interview done with, and one might just have sent the CV and is waiting for a call. Also, since chances are that multiple HR professionals work on the same requisition, it gives them a way to easily collaborate and delegate tasks when someone is absent or otherwise unavailable.

Lastly, there is the automation in recruitment that comes with the technology. Filling in job descriptions, posting them in multiple job sites and other channels, receiving and sorting through resumes, scheduling interviews, and so on – there are some of the common tasks in recruitment. Most of these are monotonous and repetitive tasks, which are better suited for automation than being carried out manually. Also, doing these tasks manually will waste time for everyone involved, and only increase the effort stakeholders have to put in, while producing poor results. In contrast, with HR technology, most of these tasks can be simplified and automated so that HR professionals can concentrate all their efforts on finding the best candidates instead of wasting their time on administrative tasks. For example, when an organization uses at least 3 job portals and 2 social media sites to source candidates for a particular profile, they would have to go to each place and manually paste the JD in each of these. However, with HR software, they can integrate these sources with the solution, and with a single click, post the descriptions in all the places. Same is the case with receiving and sorting through resumes. In cases where different recruiters are handling different profiles, the resumes directed at the various particular profiles can be sent to the right recruiters automatically by programming the rules into the software.

HR technology is no all-pervading; it is the simplest and most efficient way to complete all the tasks in HRM. Recruitment is one of the more important components of HRM, and lack of effective and smart usage of technology will seriously hamper the quality of recruitment.

Written By

Rachel works for SutiSoft, Inc as a web content writer. Rachel covers business, technology and SaaS trends.

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