Companies of all sizes have efficiency issues managing the recruitment and hiring process because of the volume of applicants, the quantity of data (resumes, certifications, communications, etc.), and the number of stages in the hiring process. There are three overlapping goals that can generally be streamlined: level of recruit quality, time-to-fill, and the cost of acquisition. Frequently, the first two will exert inverse influence on one another–the higher the caliber of candidate sought, the longer it may take to fill the position. The third goal tends to balance the other two with the ideal being maximum cost reduction without profoundly compromising the established quality benchmark. background checks
Recruiting software can make a positive impact in all three areas. Full-featured ATS systems are a great investment towards getting the entire process under control and insuring that the best applicants get the most attention. Automating the listing, posting, and application process in one place is a great organizational timesaver which benefits both applicants and hiring managers. It can also help with targeting recruiting efforts so that the right eyeballs see the most relevant openings. Ideally recruiting software not only helps publicize openings and collect applications, it can also promote the company as a whole by highlighting all the benefits and advantages of joining the team.
Many job description and resume management functions can be simplified and customized with the right software. Densely worded resumes can be automatically parsed for relevant keyword combinations (skills, certifications, software, titles, etc.) and stored in a more search-friendly environment. By integrating job board listings, recruiter candidate profiles, social media postings and other 3rd-party vendors, many HR bottlenecks can be eased or eliminated. Most recruiting software integrates with applicant tracking modules which further streamline subsequent phase of the process. Finally, multiple user roles are integrated so that job portals, agencies, recruiters, and hiring managers can share information with varying levels of access privileges.
These systems also offer useful ranking tools across multiple criterion so that lists of suitable candidates can be generated quickly with far less manual review. They also offer a wide range of pre-screening mechanisms for filtering the applicant pool. The system also simplifies both status and progress reports since all relevant recruiting statistics can be displayed in a variety of formats.
A streamlined hiring process reduces the cost-per-hire [sometimes measured as Recruiting Cost Ratio (RCR) and Recruiting Efficiency Ratio (RER)] by reducing some of the need for traditional advertising and substantially mitigating the manpower traditionally required to internally administrate the outreach, incoming queries, and subsequent review of applicants. A more efficient process also raises the quality-per-hire by focusing hiring managers on the statistically superior candidates giving them a better foundation from which to make more nuanced hiring decisions. The bottom line question in recruiting is how much value does this position bring to the company and what kind of individual is needed to fill it? Software won’t directly answer this question but it can go a long way towards measuring right metrics and improving the data from which evaluations are made.