Three successful HRMS recruitment strategies
Your HRMS modules should support your organization’s strategic goals – expansion, diversification, consolidation - however, the role of technology in your strategy is far from passive. As HR technology has become more sophisticated, new features have opened up new options, new ways of doing things, and so HR strategies are influenced by the emerging possibilities.
Recruitment is one of the longest-standing automated HR functions. An HRMS recruitment module usually handles the internal authorization and form-filling, enables posting of campaign advertisements, and applicant tracking. However, that’s not all. Here are three recruitment strategies driven by technology…
Auto-posting of vacancies
So, you’re authorized to fill a vacancy or hire an additional team member, you’ve got a detailed job description, including the necessary skills and experience, the next step is to advertise. This used to be a laborious process but with the right HRMS, your HR tech can automatically post the vacancy details to multiple jobs sites – such as SimplyHired or Glassdoor, and LinkedIn – casting a much wider net across the jobs market than any print ad. What’s more, unlike traditional job advertising, if any details change or evolve during the campaign, it’s a simple matter to auto-update the advertisement(s).
What’s more, you may have a dedicated vacancies or careers page as part of your company website. If so, and HRMS can be configured to auto-post there too.
Ask anyone who has recruited old school and they’ll tell you about the paperwork, not least the initial sifting of applications and resumes to identify potentially acceptable candidates. Depending on the role being filled, the vacancy may have certain essential criteria, such as a particular qualification or a minimum number of years’ experience in a specific field. When applications are submitted electronically, preferably using the provided standard format, your HRMS can automatically parse the applications, checking for these minimum requirements and processing accordingly. This ‘data mining’ can also pick up key personal information – such as name, address, contact details, and core skills – and create an initial applicant database for the campaign.
The same functionality can be used to review resumes that don’t relate to a specific vacancy but are sent ‘on spec’. You may not have a suitable vacancy right now but your HRMS can build and maintain a database of potentially acceptable resumes – a readymade talent pool for the future.
In the past, you might have advertised in the national and local press, or in relevant trade publications in an effort to get your job vacancy in front of suitable candidates. These days, everyone is online and using social media. By linking to the bigger platforms, such as Facebook, Twitter, and especially LinkedIn, you can use your HRMS to build a talent pipeline. And you don’t even have to wait until you have a vacancy. You can be constantly ‘selling’ your company brand, growing the interest of potential employees, using online referral systems or employees’ own networks to generate interest. When you do post an actual job, candidates can apply online, using their LinkedIn profile as an instant resume.
Your HRMS can potentially transform your recruitment strategy. Whatever your sector, whatever your employee requirements, selecting the right HRMS can streamline your hiring processes, using automation and online resources to reduce both the cost and time of filling a vacancy.
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