According to Alan Whitford, co-founder of Rec Community Europe (an online based community and information portal) any business can promote their business online but without the necessary tools and processes in place companies run the risk of tarnishing their reputation as an employer. In a recent article published on HR Zone this month, Alan highlights that whilst many companies are now looking to benefit from new online sourcing methods such as Facebook and LinkedIn many still use systems from the late 20th Century. The results; a time consuming administration process and poor candidate experience especially when high volumes of applications are involved. The advancement of technology has been considerable over the past couple of years alone and company’s need to keep up to date in order to continue to deliver a professional image of the company. With the latest technology you can be sure to take advantage of multiple attraction methods, reflect candidate expectations more closely and deliver a more efficient recruitment process from start to finish. Below are a few key factors to consider when choosing your next recruitment management system:
Dedicated Careers Section with Job Search Functionality: offers easy access to suitable roles and the necessary information without space and cost restrictions.
Candidate Registration and Job Alert Functionality: allows candidates to receive notification of any suitable roles and be one of the first to apply.
Online Application Form: providing candidates with the ability to apply immediately on line removing the need to download print or post an application whilst allowing role specific information to be submitted in support of their CV.
Immediate Acknowledgement and Regular Feedback: offers easy access to suitable roles and the necessary information without space and cost restrictions.
Outcome of Application: ensures that candidates are aware their application has been received and are kept informed throughout the process.
Centralise Multiple Attraction Methods: use a combination of souring methods whilst ensuring a streamlined recruitment process and uniformed application process.
Acknowledge All Applications: communicate with candidates upon receipt of their application and inform them of what to expect next.
Online Sifting and Screening Tools: Quickly identify candidates who match your required skills utilise role specific information submitted to make informed recruitment decisions.
Talent Pool of Potential Candidates: create a database of candidates who express an interest to work for your company and use as a first point of call for future vacancies.
Administration Tools and Communication Templates: minimise the time spent managing CV’s and use communication tools to speak to candidates in a simple and effective manner
Real time Overviews: obtain a clear understanding on the status of applications and your recruitment activity.
Restricted Line Manager Access: provide managers with access to candidate applications on an individual vacancy level allowing hr and line managers to work more closely together.
Reporting Tools: understand the most efficient sourcing methods, analyse cost and performance and other key information.
Audit Trail: track all stages of the recruitment process from vacancy authorisation and from Job description to employment decision.