How HRMS recruitment features speed up company processes

A robust and well-configured HRMS is worth its weight in gold when it comes to finding and onboarding the right candidates. Is your HRMS providing you with all of these recruitment features and functions?

1. Data access by everyone in the process

Many years ago recruiting an employee was a back and forth process over email, phone and paper rather than occurring inside of the HRMS. Today, everything can be in the HRMS with everyone in the process accessing it as needed. A manager can enter a requisition and it will route automatically to the online approvers. The HR business partner has visibility to add oversight and insight. The recruiter then works on the req and can vet and send candidates to the hiring manager via the HRMS. At any time anyone in the process can see the status of the req and  nothing falls through the cracks as the HRMS allows for delegation.   

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2. Ability to push out adverts and attract candidates through a number of channels

I remember the first time that I demonstrated this functionality to a room full of recruiters - even in its early stages it was exciting. Now, if you have the right HRMS you can push out adverts to various job boards and other social media platforms as well as extracting candidates from these places with data mapping automatically to create candidate profiles. Gone are the days of duplicate data entry and endless copying and pasting.

3. Options to attract internal staff and referrals

A company’s best candidate is often an internal one who is not aware that a perfect position exists. How many companies are still emailing around job adverts or posting them on a bulletin board in the cafeteria? Is your HRMS proactively reaching out to candidates to alert them to a position by placing it on their dashboard and emailing it to them?  

Referrals by existing staff are a rich source of candidates that are often unseen. Your current employees often know peers in similar roles and industries. Open positions can be marketed via the HRMS dashboard to existing staff in a similar role, location and grade who can provide the perfect candidate for a fraction of the cost through a referral bonus.

4. Proactive recruitment methods

For many years top recruiters have kept contact details of good employees who left the company or interesting candidates who did not match any open positions. These details were often held on spreadsheets or in paper files. The current generation of HRMS has recruitment features and functionality to invite highly rated employees to register their details into ‘boomerang’ candidate files in case they’d be interested in returning. Potentially interesting candidates are extracted from social media and other sources and are a rich source of data mining when the right position is opened.

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Heather Batyski

About the author…

Heather is an experienced HRMS analyst, consultant and manager. Having worked for companies such as Deloitte, Franklin Templeton and Oracle, Heather has first-hand experience of many HRMS solutions including Peoplesoft and Workday.

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Heather Batyski