types-of-hr-software

The Different Types of HR Software You Should Know About

Technology and HR are now inseparable.  It is an indispensable part of a typical working day of a 21st century HR professional.  Those reading this article are probably already using some kind of HR software to ease their day to day tasks. But there are so many types of HR tools out there in the market right now that it sometimes becoming confusing to identify the tool that will serve the intended purpose in the most efficient manner.  Therefore, this post will try to demystify the various types of HR software that are presently being developed and marketed by various vendors along with their specific purpose.

The Different Types of HR Systems: 

  


What is an Applicant Tracking System?

Applicant Tracking System is software to automate an organization’s recruitment process that also provides a centralized database of CVs, on the cloud. An ATS replicates every stage of the recruitment process online allowing recruiters to be more efficient. Using an ATS the recruitment process can be made more transparent, collaborative and performance intensive. Also, with most Applicant Tracking System now providing cloud database, the maintenance and speed of the recruitment also receives a definite boost. There are plenty of benefits of using an ATS as there are to using any automation tool, but the most experienced benefits include better quality of hire, better speed of hire and improved candidate experience. An ATS screens the incoming CVs based on a predefined search algorithm using “keyword match” and helps shortlist better candidates more quickly.

What is Onboarding Software?

Once a candidate gets selected and accepts the offer, it’s time to onboard the new employee onto the team.  This whole process can be confusing and overwhelming for both, the new employee and the recruiter. Therefore, using a dedicated onboarding solution can make a lot of difference to the employee’s future with the organization. Onboarding software can help facilitate an employee’s transition from a new hire to an efficient, productive and successful team member. Some vendors provide onboarding as an add on to the ATS while there are standalone onboarding software also in the  market.

What is a Payroll Software?

As the name goes, Payroll Management software helps in calculating and crediting employee salary for the time worked.  Payroll software can be a part of the complete HRMS or can be developed as a standalone tool by the HR software vendor. The payroll system works by measuring the hours logged in time and using the attendance tracking systems. Automating payroll process can result in huge savings in terms of labor, remove errors and avoid any legal compliance issue arising out of a human error. It is easier to manage the records of employee compensations and deductions using a payroll management software.

 


What is a Performance Management Software?

Performance management software assists managers, HRs and team leaders to better understand their team member’s performance and efficiency. It has built in technology that allows the leadership to track, analyze and evaluate employees, making sure targets are met, or any concerns are resolved preemptively. The software does continuous goal tracking and analyses key datapoints to come up with insights on a talent’s productivity, so that leadership can perform informed performance reviews, yearly appraisals, and compensation revisions and decide on the right career path for the employees.


What is a Human Resource Management System?

A Human Resource Management System also sometimes referred to as Human Resource Information System combines a number of HR processes and functions, and automates them to make the day to day HR processes easy to manage. A HRMS is comprehensive software that integrates all the functions such as recruiting, onboarding, payroll, attendance and time scheduling, performance management, talent analytics into one and streamlines the various HR processes for effective talent management. HRMS provides a way to gather, store, access, and analyze data to convert and distribute it as insightful information to various stakeholders. The HRMS helps in evolution of traditional processes and enables strategic decision making.

What is HR Analytics software?

HR Analytics is a recent development in the field of HR technology. HR analytics software uses analytical processes, fueled by artificial intelligence and machine learning to derive insights from the huge HR data for better decision making and efficient HR processes. These data-driven decisions lead to significant workforce performance improvements and streamlining of processes. The HR Analytics software, can collect data from every HR function separately, collate it and provide useful business intelligence to improve the overall business performance.  It can come as a part of the HRMS or can be built as a standalone tool with integration with other automation tools.


What is Employee Referral Software?

Employee Referral software automates the employee referral process inside an organization.  Employee referral is one of the best sources of hiring and research has consistently proved that employees hired through referrals stay longer. Therefore, automating the employee referral process allows greater employee participation and thus improves the quality of hire.

 

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The Recruitment Automation Trends in 2019

The success of an enterprise depends heavily on its workforce. This is precisely why CEOs around the world are now concerned about hiring quality talent more than ever before. To overcome this challenge of talent shortage, there is a need to speed up and simplify the recruitment process. Recruitment automation tools have the capability to replicate the entire manual recruitment process digitally, saving lot of time, energy and resources while improving employer brand.

What is Recruiting Automation?

Recruiting automation tools/software automates the manual processes of sourcing, shortlisting, pipelining and selecting qualified candidates for a role. These tools streamline the entire candidate search through API integrations with various job boards, allow posting jobs to different platforms simultaneously, and are equipped with intelligent CV screening and shortlisting algorithms. Recruiting automation is a powerful evolution from the traditional pen and paper model of hiring.

The Recruitment Software Market

According to research by ResearchMoz, the global recruitment software market is growing rapidly and will reach $2.7B by 2022. The research has confirmed in its findings the growing demand of SaaS-based recruitment software that will not make the recruitment process  more efficient  but also allow recruiters to access data and services from remote locations, anytime, eliminating the need for any on-premise server and software installation.  These on-cloud recruitment software also offer other benefits such as quicker implementation, reduced costs and better ROI.

Benefits of Automating Recruitment

Just like the sales and marketing industry has experienced huge performance benefits after adopting software-enabled automation, recruitment industry will also experience better results once they understand the full potential and benefits of automating recruitment process. While in some quarters there are some reservations regarding AI and robots replacing humans, it’s essential to understand recruiting automation in the right context. Automation is supposed to give recruiters relief from endless hours of manual screening of candidate CVs, and maintaining large spreadsheets of recruitment activities amongst others. It will never ever replace recruiters. On the contrary recruitment automation will give recruiters more time to be innovative, creative and strategic.

Recruiting automation will enable quick sourcing of candidates

Writing effective job descriptions and posting them on different channels repeatedly can be incredibly time consuming and frustrating at times. However, with automation tools with machine learning can now go through different job descriptions you have posted previously, analyze and predict how your new JD will perform. You can implement the suggestions to maximize the number of applicants. The job description can be posted on different platforms in a single click. What more, all the responses coming in can be prescreened by machine learning algorithms to sort the best candidates for a particular job opening. These ML algorithms learn from recruiter behavior and can provide “profile suggestions” the next time when a similar role is open for hiring in the organization by scanning through the database of CVs.

Also Read: The Importance of Sourcing in Recruitment

Automation in recruiting can help improve productivity and ROI

Tracking candidate data, maintaining record of recruitment activities and analyzing recruitment performance is a highly important part of recruitment process. However, it is also the most hated and time consuming part of a recruiter’s job and understandably so. No one likes filling up complicated spreadsheets and forms and using complex formulas to analyze performance. Automation tools that are equipped with robust data tracking and analytics not only give recruiters the business intelligence to identify bottlenecks and improve the ROI of the overall recruitment process, but also automatically provide a number of reports that give an instant primer on their productivity and help improve it.

 

Also Read: What is driving the adoption of HR Technology?

Recruiting automation improves the Candidate experience

AI tools like chatbots can integrate with your recruiting software and provide an instant messaging experience between recruiters and candidates. While earlier candidates had to wait for recruiters to send their application status updates, recruiting software now sends automated mailers to candidates whenever there is an action on their application. This gives applicants a clear picture of their candidature, eliminating any confusion and allowing them to pursue other options simultaneously. Offer letter acceptance and document collection is also an online process now that can be completed  with few mouse clicks, thereby making a complex process extremely simple for the candidates also, eliminating any need of carrying a stack of document on the joining date.

 

Also Read: Chatbots In Recruitment: How Do They Help?

Recruitment Automation Trends in 2019

According to Entelo survey of hundreds of TA professionals, 75% of recruiters commit to use of technology in their hiring process in 2019, saying it will play an important role. As passive recruitment becomes the most important source of “high-quality” candidates, majority of recruiters are now turning to automation tools to build a talent pipeline or a personal CV database through sourcing. Also, while 78% of recruiters believe that data intelligence would make them more successful at their job in 2019, 71% recruiters agree that intelligent tools are required to process data for them.  Over 39% of recruiters believe candidate sourcing is the key area where recruiting automation is most useful followed by shortlisting and interview scheduling. However, the overarching theme of the research is the irrefutable ability of recruiting automation to increase productivity as over 80% of recruiters agree on this. This is why 22% of TA teams will increase their budget for recruiting automation technologies.

 

Benefits of using an Applicant Tracking System

Top 10 Benefits of Using an Applicant Tracking System

Automation is a buzzword in the recruitment industry. While we witnessed the first automation technology making its mark in HR in mid 1990s, it wasn’t until last 5 years that applicant tracking system became an absolute necessity for HR professionals and there were good reasons for that. HR Technology has come up in a big way in the last few years. While large enterprises have been quick to adapt, there are still several small and medium businesses that are stuck with the traditional ways of hiring, thus losing out on top talent and hours of productivity with every passing day. There are umpteen benefits of using an Applicant Tracking System. We have listed here the top 10.

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Why your Applicant Tracking System needs to be changed?

Why Your Applicant Tracking System Needs to be Changed?

The case for using applicant tracking systems in recruitment is becoming stronger as business heads now acknowledge the role of next generation HR technology in improving HR productivity and efficiency. The C-Suite executives now understand that talent is their biggest asset. This is precisely why, whether it is an enterprise or a startup, every business is looking to expand their HR capabilities so as to improve the talent quality and hiring process (Also Read: Top 10 Benefits of Using an Applicant Tracking System). Even if you are one of those early adopters who were already using an applicant tracking system in your organization, it is essential to keep looking for signs that you are actually getting the maximum bang for your buck.

Using a legacy technology is as good as using no technology at all. Here are some indicators that tell you may be using an outdated Applicant Tracking System and there is a need to change your ATS:

Change your ATS if it lacks a Configurable Hiring Workflow

Every business has its own hiring process and modalities. There are certain norms and practices that apply very well to a manufacturing business but may not hold true for an IT company. The Applicant Tracking Software you are using must take into account the nature of your business, the scale of your business and allow you to setup a hiring workflow accordingly. If the ATS doesn’t have such configurability, it is time to look for a better option.

Using your ATS, you should be able to replicate each step of your hiring process, whether it’s calling a candidate for an interview, sending out reminders, scheduling interviews, generating offers or onboarding.  Also, when a business scales and grows into various departments or separate entities, its hiring process also evolves and becomes complex. Your ATS should be robust enough to handle the new, complex hiring flow. In short, the applicant tracking system you chose should completely satisfy the unique needs of your company’s hiring workflow.

Switch your ATS in the absence of ATS Integration

Whenever there is talk of B2B software, especially enterprise software like ATS, integration is a major concern. Integration becomes tricky with Applicant Tracking Systems as most large organizations use their legacy HRMS or Candidate Management Systems, which they are heavily reliant on for managing a lot of HR tasks. Replacing their HRMS to accommodate a new ATS or vice versa doesn’t make sense most of the time and therefore, ATS integrations become a key concern in such scenarios.

Make sure your ATS vendor offers integration with third-party solutions, so that talent acquisition professionals can leverage the power of latest tools and technologies without compromising on their choice. These technologies could be anything, from data analytics & business intelligence tools to chatbots, third party search, email and others. This integration should take place seamlessly on the back-end, without affecting user experience, where user can be either the recruiter himself or a job seeker.

(Also Read: What to look for in an Applicant Tracking System)

Replace your ATS in case of no improvement in Time to hire

Deploying an ATS is largely dependent on the benefits that every ATS vendor promises. Reduced hiring time is one of such advantages that an ATS user should ideally experience over a non-ATS user. The ATS is supposed to have  functionalities, such as a search and parse algorithm, automated workflow, instant communication or collaboration between different stakeholders, that enables recruiters to take more effective and timely hiring decisions.

This can only happen when your ATS not only allows sourcing the best matches for a role but also supports end to end hiring. In effect that means, the Applicant Tracking Software must act as your end to end recruitment software.  Time to hire is an important recruitment metric that indicates the effectiveness of the ATS in use. Ideally, the ATS should be telling you the time spent in filling a position after it is posted. This would help you compare and gauge the effectiveness of your Applicant Tracking Software.

(Also Read: Why Cloud Based Applicant Tracking System is a Better Option?)

Upgrade your ATS in case of no improvement in Candidate Experience

A report from Software Advice says that 26% of recruiters believe using ATS has a positive impact on the candidate experience (Also Read: How to Measure Candidate Experience?). Using the right ATS can go a long way in improving the candidate experience. Good candidate experience comes from simplicity and intuitiveness. A good ATS should be invisible to its users. The last thing you want is to use an ATS which may count high on features but has an overtly complicated and long hiring workflow. If your ATS is making the job application process lengthier for the candidate than it should be, it’s time to change it in favor of simpler, easy-to-use software.

Of course some systems will claim to be better than others, but you have to test it out yourself which ATS are actually proving to be better for your audience’s experience.

Lack of Social Media Integration is a sign your ATS is outdated

If you are still stuck with an ATS that doesn’t have built in support for social media for sourcing profiles, it’s time to change it. The new age applicant tracking systems allow posting jobs on various social media channels in order to reach a previously untapped mine of talent. In addition to social media posting, social media sign in is another important feature where candidates do not have to create a new profile from scratch while registering for an account.

The ATS can pull profile details from the social media page of the candidate. Allowing employees to easily share the job posted on employee referral site to their own social media account through the click of a button will expand the company’s pool of resumes and help them tap into a greater talent pool. Thus, lack of social media integration in your ATS is no longer acceptable in the current age.

The role of Applicant Tracking Systems is vital in evolving hiring processes across departments and organizations. However, first it is important to bank your money on the right piece of software in order to maximize your gains and return of investment.

(Also Read: Disruptive HR Practices in 2018: What is changing for HR?)

 

How Recruitment Software Works, its Benefits and Main Features

How Recruitment Software Works, its Benefits and Main Features

HR is going digital and the recruiters are taking full advantage of the technology at hand for maximizing their productivity and effectiveness. The existing breed of recruitment technology is advanced enough to take on any challenge and hurdle arising in your hiring process. However, since every HR technology vendor out there claims to have the best recruitment software, you should be aware of different aspects that will help you in choosing the right recruitment software for your needs.

However, before we even go deeper into making selection of recruitment software, let’s look at its functioning, benefits and features.

How Recruitment Software Works?

Ideal recruitment software should be a one stop sourcing and hiring solution. It should be the one place and the only place that recruiters should have to go to either post a job, view the applications received for a job, find the best matching profiles for the job without having to go through each profile, schedule the candidate’s interview and come up with a subsequent offer. While it might seem too good to be true, there are recruitment software in the market, which currently not only offer the above explained functionalities but are backed by latest machine algorithms, artificial intelligence and a cloud based database.  Such recruitment software use semantic search and Natural language processing to match the recruiter query with the resume content and return the best match for an open vacancy.
There are mainly six components to an enterprise level recruiting software:

  • A Centralized job posting platform that is integrated with company careers website, different social media platforms like LinkedIn and other job boards so that the recruiter doesn’t have to post the same job separately.
  • Talent Sourcing: A Cloud based CV Database which is used for sourcing CVs from candidates, vendors and from various social media channels like LinkedIn.
  • Resume Parser: A CV Parser that analyses the CVs, identifies the various elements, extracts the data and classifies it in different sections such as Skills, Location, Experience, Salary and others.
  • Applicant Management: A resume screener that quickly goes through thousands of CV and returns the best match for any required skill and experience
  • Analytics: A reporting and analytics module that maintains the record of various recruiter activities and other statistics related to candidates, and hiring
  • Post-Hire Management: Candidate onboarding, performance management and employee retention is handled by this module

Recruitment Software Benefits

There is not an iota of doubt in the immense advantages that recruitment software brings to the table. Here are the top 5 benefits that you can expect:

Benefits of recruitment software in recruitment efficiency

Any technology, however small, invariably ends up improving the productivity and efficiency of the process where it is applied.  Recruitment software, through automation, increases recruiting efficiency.

Benefits of recruitment management software in quality of hire

Companies using recruiting software are able to improve the quality of talent they hire. This is because, like humans, machines does not discriminate, is not biased, and does not suffer from any fatigue, hence performs no errors. Besides, the recruitment software generates data which can be analyzed intelligently to support the decision making power of recruiters.

Advantages of recruitment software in employer branding

We have always maintained that technology is one of the most important enabler of brand value as an employer. Top talent doesn’t remain available for hiring forever. If you want to attract the best talent towards your company you will need the help of technology to make your brand appear enticing enough. Recruiting software can help you do that by improving the candidate experience (through short response time and automatic mail notifications on selection or rejection, and simplifying the application process).

Recruiting software benefit in talent acquisition

With a recruitment software not only do you improve your day to day recruiting quality, but also have time for creating and executing a well-crafted talent acquisition strategy to improve your business leadership. The future of your company relies on how able are the shoulders that carry its weight. As a recruiter, or talent acquisition specialist it’s your primary responsibility to find such future leaders.

Recruitment Software Features

In order to extract maximum value out of your purchase of recruitment software, you should know what all features are important for you.

Here are some vital features that your recruitment software should have:

Intelligent search and matching algorithm is a key feature of recruitment software

A new age recruitment software should take the help of artificial intelligence and machine learning to devise algorithm that identify the best match from the database of CVs for a role.

(Also Read: Benefits of using Semantic Search in Recruiting)

Requisition & Interview management are main characteristics of recruitment software

The recruitment software should have a robust and extensive requisition management module that takes care of requirement creation at various levels and for different groups/departments. With an interview management module at place recruiters can schedule interviews, provide feedback, approve or reject a candidate and place an offer.

CV import from multiple sources is a key recruitment management system feature

In order to execute talent sourcing efficiently recruiter’s personalized CV database is essential. For the same, the recruitment software should provide options to upload CVs, import from social media channels like LinkedIn, bulk uploading, and importing in excel formats.

Recruitment solution should be Cloud based

Gone is the time of legacy Applicant Tracking Systems that took ages to deploy and required multiple resources for maintenance and updates. Now cloud based recruitment software have taken their place and how!

Job distribution should be a recruitment management system feature

A recruiter should be able to post his job on multiple job posting platforms and channels through a centralized interface in the recruitment software. The whole point of having a one stop recruiting solution is that the HR doesn’t have to waste time and efforts in posting same jobs on different channels separately.

Key recruiting software feature is API integration

In case you intend to integrate your existing HRMS and ATS with the new recruitment solution, the vendor should provide an integration API for the same.

Main component of recruitment software is Reporting & Analytics

How will you measure the success or failure of your recruiting campaign? How will you justify the Return on Investment of deploying the recruitment solution? How can you determine the productivity of your recruitment team? You need an extensive reporting and analytics section for all of these that can provide you with all the data you will ever need.

Recruitment management system should have Collaboration feature

Very rarely does a recruiter work solo. In most organizations, there are teams that handle recruitment of various departments like IT, Finance, Marketing, and these teams work together with Hiring managers, and department heads or managers. Your recruitment software should enable a seamless collaboration through timely communication with all stakeholders.

Key feature of recruitment software is Customization

What if you want a new feature added to the solution which is important specifically for your company? Does the vendor support personalization? Will the vendor be willing to customize or tweak a certain feature to suit your organizational goals and requirement?

Main characteristic of recruitment software is Customer support

Onboarding and customer support is like a sail in a wind boat which guides the boat into the wind or against the wind keeping it on the right course. Make sure to buy a solution that has the support of a well-trained and robust customer support.

(Also Read: How to Get Most Out of Recruitment Software?)

 

ATS Vendors

A Guide to Boolean Search Recruiting with Examples

Talent sourcing is simple. You have an open vacancy in your organization. All you have to do is perform search basis keywords, designation, location, job title, experience, skills and other requirements in your ATS which obviously will return the best profiles matching your query and behold! You have found your candidate.

Okay. That was all in good humor!

We all know talent sourcing is the trickiest part of hiring because the software that you rely on may return the highest qualified candidates, but it may or may not return the best candidates for that role depending on the search and matching capabilities it comes equipped with.  Today vendors may entice you with fancy words like Artificial Intelligence, Machine learning and cognitive computing but before these technologies exploded on the scene, most Applicant Tracking Software relied on Boolean search for their search and matching capabilities (and they still do).

Search engines like Google have been the flag bearer in this area as they first introduced Boolean in their search algorithms which was followed by much complex Semantic search and quickly progressed to AI based deep learning algorithms for returning search results to user queries. Recruitment has been quick to pick up the clues and has followed in the feet of the online search industry.  The current breed of recruitment software has vastly improved algorithms to source candidates more effectively.  We will see now how the search technology in ATS has moved from Boolean to Semantics and why the shift was necessary.

Boolean search strings in recruiting

Recruiters have relied on Boolean search for returning matching candidates from their company’s CV database in an ATS, or from other systems such as LinkedIn for a long time now. The search technology in most applicant tracking systems is an application of a standalone Boolean logic or combination of a two or more Boolean logics. Being equipped with a Boolean search functionality means you can use “OR”, “AND”, “NOT” , word operators to find candidates for particular requirement. In addition to these, we also have the “” and ().

So in total, Boolean logic works through five operators

  • OR
  • AND
  • NOT
  • “”
  • ()

For example, if you are searching for a marketing executive for your digital marketing team, and the manager insists on a Google Adwords certified individual, all you need to input is Marketing AND Google Adwords through a text query. If your recruiting solution has well-built taxonomy you might not even have to type Google Adwords in the query box, as it would automatically show in suggestions or fetch a Google Adword certified individual once you input Marketing as a key skill.  However, taxonomies are more of a semantic search concept than pure Boolean logic.

Other boolean search recruiting examples can be:

  • Job skill AND Experience AND Location

Software Development AND 5 years AND New York

A candidate who has software development as a skill,  5 years of experience and preferred location as New York.

  • (Job Skill OR Job Skill) AND Experience AND Location

(Software Development OR Software Testing) AND 5 years AND New York

A candidate who has software development or software testing (any one of the two) as skill and 5 years work experience and preferred location as New York

  • (Job Skill NOT Job Skill) AND (Location OR Location)

(Software Development NOT Software Testing) AND (New York OR London)

A candidate who has software development as a skill but software testing is excluded and preferred location is New York or London.

In an ATS these logics are also applied through check boxes and extensive filter

As it is evident, Boolean is a pretty easy way of constructing a query that fetches some relevant data.

Limitations of Boolean search techniques

True enough, boolean logic can find you candidates from your database as long as the search is syntactically correct. But that doesn’t mean it is finding you the best candidates. One limitation is that Boolean search works on exact terms specified in the query. For instance, a recruiter searching for “Web Designer” would certainly miss profiles that do not have the term and are alternatively listed as “Front End Designer”, or “UI Designer”.

The other problem that comes with Boolean search is the limited parameters around which you have design your query. For instance, if you need a candidate with 5 years’ experience in a particular skill set, such as software testing, there is hardly any way to specify this using Boolean, unless the developers of the Applicant Tracking System went to extreme pains of creating the most advanced Boolean search system. Another limitation is the sheer number of results that a Boolean query returns and that too not in any particular order. To get to the best possible candidate, the HR might have to open each profile and find the best match, which again is a time taking process depending on how large is your database of profiles.

Evolving to Semantic Search Recruiting

Some ATS’s have fought this drawback by providing functionality where candidates are divided in Premium and Other category based on predefined parameters like their College, Experience Years, and Current Employer. But that’s not good enough. Therefore, it’s time to look beyond and incorporate new search technologies with Boolean to make the most effective talent sourcing machine. With arrival of Semantic search and the age of artificial intelligence we have big hopes for sourcing and recruiting industry. How this search technology is different from their previous counterpart, we will study in our next post.

(Also Read: The Benefits of Semantic Search in Recruiting)

 

How to Get Most Out of Recruitment Software?

How to Get Most Out of Recruitment Software?

If you are an active recruiter, chances are that you have to spend a major part of your day trying to spot the best talent out there before competition sets their eye on it. Implementing recruitment software like ATS is essential for achieving this goal.  However, technology can only help those who know how to utilize it to its fullest potential. Read the following tips to get the most out of your recruitment software.     

As we talk about the exploding HR technology scene, we also need to understand that the more powerful technologies we use, the greater is our responsibility to make sure we are able to achieve the best outcome possible so as to justify the investment.

Here are certain things you can do to improve your hiring efficiency through the recruitment software:

Know all the recruitment software features

Migrating to a new ATS without knowing what it is capable of and what it is not is suicidal. Once you have made up your mind to implement a new applicant tracking software it is only sensible to understand the various functionalities and features it comes with. You might need to take help of the owner’s manual, multiple demo sessions, and trials for this. Asking relevant questions during such sessions will further help you know the capabilities and limitations of the software.

(Also Read: How Recruitment Software Works, its Benefits and Main Features)

Give the team proper recruitment software training

Typically, installation of a new Applicant Tracking System comes with an onboarding process where the team is trained in the various functions and features of the software.  Check if your vendor provides such an incentive. Many times it happens that the team that was originally trained in using the software doesn’t stay around long enough in the company, or they might even forget various nuances of the software with time and may not be able to pass the knowledge to others in an efficient way. In such a scenario, retraining the staff is a viable alternative to digging in the manual every time confusion arises. You can schedule a retraining session with the ATS vendor and speed up the entire recruitment process.

Follow recruiting process best practices

The prerequisite of maximizing the utility of the recruitment software is a recruiting process that is “simple, straightforward and scalable”. If your hiring process is efficient and intuitive, the implementation of recruitment software will also be effortless. If there are inherent hitches in the hiring process it, or the process is marred by redundancy and confusion regarding its flow, then proper implementation of ATS also becomes an uphill task. Without a streamlines process in place, the information being collected by the ATS is also messy and unusable and overall efficiency takes a hit. To avoid such a hopeless situation, it is essential to bring in place a measurable recruitment process that everyone agrees to.

(Also Read: Steps to Improve Recruitment and Selection Process)

Keep automatic updates of the recruitment software on

The essence of technology is in its constant evolution. Recruitment software have undergone a major transformation through the last decade. From clunky interface to slick, intuitive design; from on premise to in-the-cloud, a lot has changed over the past few years. Social recruiting has become a big part of these new age tools. HR Tech vendors release updates to their software to include all these advanced functionalities.

If your system is lagging behind, there are one of the two reasons for it; either your vendor has not released an update in a long time, in which case you need to talk to them or maybe you have not taken the pain to update your system despite reminders from the vendor.  In the new, cloud based recruitment software like Naukri RMS, you don’t need to do any manual task as updates also happen automatically in the cloud.  Regular updates could mean the difference between achieving highest efficiency and high quality candidates and missing out on both.

Make efficient use of recruitment data

If you are not able to put to use the data generated by your recruitment software, you may be missing out on extracting its maximum potential. Therefore, as soon as you implement the new ATS system, have a game plan ready to utilize the information recorded by it. While the first priority will always remain to improve productivity and hiring quality, the captured information can provide vital insights into hiring patterns which can be implemented in future for making better hiring decisions. These insights are not always in plain sight, and you may have to use analytics to make sense of the data.

Keeping these points in mind simultaneously while implementing your recruitment software will help you tap into its maximum possibilities.

(Also Read: Choosing the Right Recruiting Software for Your Business)

 

Why Cloud Based Applicant Tracking System is a better option

Why Cloud Based Applicant Tracking System is a Better Option?

Cloud is trending big time in technology space. From large enterprises to startups, everyone is either in the process or preparing for moving their core business functions to the cloud. Well, even governments around the world have now identified the benefits that cloud represents and hence are not averse to capitalizing on cloud computing’s myriad benefits. Recruitment could not have been left behind and therefore we see a new breed of recruiting software, based in the cloud, making a wave across the industry. Here are some reasons why you should choose a cloud based applicant tracking system

 

If you are a part of the recruitment industry, you must have heard by now about the various benefits of using a hiring automation tool, more commonly known as an applicant tracking system. Many of you must be experiencing it firsthand. But what about a cloud based ATS? How does it make more sense, than say, your locally hosted ATS?

Here are some points that will make you re-evaluate your recruiting efforts with a cloud based applicant tracking software:

Cloud based ATS Improves Accessibility

With cloud comes the ability of remote access. While on-premise software will require you to be physically present in the office to get work done, an ATS with cloud capability will let you work from anywhere with just a computing device and an active internet connection. Working from office is not the most convenient option at times and therefore, having a cloud based system is of much use as it allows retrieving information and data from anywhere, anytime, 7 days a week.

(Also Read: How to Select an Applicant Tracking System?)

Cloud based Applicant Tracking System is quick to deploy

On premise software are often bulky and require expert installation skills, which make them a time consuming affair. On the other hand, with cloud based applicant tracking system, speedy implementation can be achieved as they do not have very high specific system requirements. Also, cloud based recruitment software  do not require much training as compared to legacy software. Without the need to spend time in processes like procuring licenses, setting up servers deploying cloud-based software is a much speedier process.

Cloud based Applicant Tracking Software speeds up recruitment process

Owing to the number of stakeholders involved in recruitment, the entire process becomes a lot complex and time intensive. Using cloud based applicant tracking software speeds up the entire recruitment process by reducing the response time between different parties involved as each update happens in real time. Coordinating communication becomes easier resulting in a more streamlined workflow. By removing friction across different stages of recruitment, a cloud based ATS accelerates the entire recruitment process.

(Also Read: Why Your Applicant Tracking System Needs an Upgrade?)

Cloud Applicant Tracking System is always up-to-date

With on-premise software, upgrading is a big headache. You have to call in engineers from vendor who take their own sweet time getting the system updated without worrying about your days of productivity going out of window. So much is the concern whenever an upgrade is around the corner that many companies ultimately decide to give it a miss, making them vulnerable and outdated. The cloud makes upgrading a system a breeze. You don’t even have to know that an update is happening, and your productivity and work remains unhindered. The vendor regularly releases patches and updates, which are applied automatically whenever the system is idle. This way your cloud based ATS is always updated with latest features and you can stay on top of your game.

Cloud based HR Software reduces expenses

As we already know that in cloud-based software, you are not required to buy any costly license per user like that in legacy software, therefore, you can be assured of greater capital savings. Plus, you will not require buying additional servers and storage space to host the software, and also can save on employing a specialized IT technician for update and maintenance. Applicant tracking systems based in the cloud result in significant cost savings and promise better ROI by improving productivity.

There are numerous other benefits that one can experience by implementing a modern cloud based recruitment solution such as improved transparency, easier integration with other software and improved usability.

How to Select an Applicant Tracking System?

How to Select an Applicant Tracking System?

Good hiring decisions often play a decisive role in the growth of any organization. An HR, thus, has one of the most important roles to play in ensuring that the business meets its objectives. A company is a function of the employees working there, which explains why we need an applicant tracking system that not only makes it easier to hire but also facilitates quality over quantity. Here are some tips on what to look for in an applicant tracking system:

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Choosing the Right Recruiting Software for Your Business

Choosing the Right Recruiting Software for Your Business

Enough has been said about the importance of using automated tools for hiring.  Irrespective of whether you use the latest cloud-based technology or traditional on-premise HR software, the benefits of these recruitment solutions are immense (Also Read: Advantages of using an applicant tracking system). Technology in itself is a huge enabler as it empowers the user to perform more tasks with greater efficiency and accuracy. However, if the choice of technology you use does not match your needs, then much of those benefits that we expect become of little importance. Here is a primer on how to choose a recruitment software that suits your company.

Convincing the top executives of the company to invest in new HR technology, especially in new recruitment solutions is a tough task. You have to justify the cost with the expected ROI, show some concrete evidence in the form of case studies and what not! However, even before you make a move towards this boardroom discussion, you should be sure of what you have chosen as an investment is actually good for your company and suits your hiring needs. An imperfect choice can cripple your productivity instead of improving it.

Here are some points to keep in mind while choosing a suitable recruitment software:

Define your recruitment software requirements

The marketplace is replete with a number of recruitment tools. But not all of them are designed for all types of industries and businesses. If you are into consulting, your expectations from a hiring software will be very different from a product company. Similarly, if you are a startup, you might not require a full-fledged enterprise recruitment management system, as you will be hiring less than, say, an established company with 1000 or more employees. While researching a potential hiring tool, be sure to ask some relevant questions like:

1.) Who was this software designed for? What is the target audience?

2.) What are your current requirements?

3.) Is the software scalable for your future needs?

4.) Who designed this software? Do they have the relevant expertise?

The answer to all these questions will throw up some interesting facts which will be essential when you take the final call.

List the functions that your recruiting software should perform

Once you have sorted out your current requirements and future needs, it’s time to list down the essential functionalities that will fulfill those needs. Think function first. What are the tasks that you want the software to do with minimal manual intervention? Common HR tasks like job posting to different channels, resume collection at one place, resume matching, CV upload, interview scheduling, sending interview emails and reminders must be on top of this list. Any software that you choose should do all these and much more such as tracking candidate progress, automatic SMS/email alerts, analytics and reports and social recruiting through channels such as Facebook and Twitter.  By deciding all that is integral to your hiring process, you can start assigning value to the vendors and their tools accordingly.

(Also Read: Recruitment Software Features)

Select a recruitment software with a user friendly design

Any piece of software that has a steep learning curve is always looked at with disdain by the users, however feature rich it might be. No one wants to waste time trying to figure out the right combinations when you want something done. Recruitment management software should not require long hours of training or high levels of tech know how. The interface should be intuitive and offer minimum resistance to even the first time users. If you are unsure, take the trial version first and explore it extensively before zeroing on any one tool.

Choose a recruiting software which is cloud based

There are many organizations that use different tools for social recruiting, job posting or maintaining internal and external communication. If you also have an existing HR management system in place you would want the new recruitment tool to seamlessly integrate with your current system. A smooth interaction amongst different layers of technology is essential for a quicker transition and greater performance at work.

Again, cloud based systems are all the rage in the market currently and rightly so, as they have numerous benefits over the traditional on-premise software. In ideal conditions, your choice of software should be online or web-based, as the learning curve is less, and you won’t have to spend huge lumps of money on buying servers and other hardware and hiring trained IT personnel for maintaining them. Cloud based system can also be accessed remotely, and require minimal maintenance.

(Also Read: Why Cloud Based ATS is a better option)

Look for a Cost Effective Recruitment Software

The argument that you will be saving efforts through technology is never going to convince the CFO for investing in a new tool. Any investment’s ROI is judged on the basis of the money that it either saves or earns for the business. Therefore, while deciding on the hiring tool you should be able to justify the costs with the ROI. The most feature rich software will also be the most expensive. Will you be able to justify the costs involved? Therefore, while doing your market research, take your time to explore the different options available, make the most of the free trials, and chalk out the options that fit in your budget. If necessary, negotiate with the vendors and squeeze out the best possible deal for your company.

(Also Read: How to Convince Your Management to Invest in HR Technology?)

Consider data security in recruitment solution

Even the best of software require a helping hand to operate at least occasionally. The importance of good vendor support increases if this is the first exposure towards latest technology for your recruiters. Choose a software vendor that is able to deliver necessary training and support whenever required in a timely manner.

If you are choosing a cloud-based solution, data security is of paramount importance. Recruitment involves sharing of a lot of sensitive and private information and keeping that data in safe hands is no less important than any other aspect of your business. A non-compromising attitude on data security will also lend your brand greater credibility in the market and can become one of your USPs.

(Also Read: How to Get Most Out of Recruitment Software? )