Five good reasons to gift yourself recruiting software at Christmas
The benefits of recruiting software are diverse, from speeding up the hiring process to enhancing employer branding. Here’s why it’s the best Christmas gift you can give your company.
Christmas is a time for gifts for everyone, but in addition to gifts for employees and contractors, it’s time for your company to think about itself. How? By giving yourself an extraordinary Christmas gift: recruiting software.
And if you think you don’t need one or that you can manage your search and selection process as well as you can, know that with the job market in such turmoil and with responsibilities increasing every day, a recruiting software can help you in several ways. First, by saving you time, centralizing all activities and engaging candidates more and more.
And if you think you don’t need one or that you can manage your search and selection process as well as you can, know that with the job market in such turmoil and with responsibilities increasing every day, recruiting software can help you in several ways. First, by saving you time, centralizing all activities and engaging candidates more and more.
If, on the other hand, you are already experiencing fatigue and stress within the recruiting team, negative reviews related to the candidate experience have increased, or you find that many of the CVs that come in you can’t even view, again, ATS software may be for you.
Let’s look at the top 5 reasons.
SUMMARY:
- Manage everything with a single system open to integration
- Save time by automating routine tasks
- Improve your strategies by letting your data guide you
- Make your candidates happy, too
- Grow your Employer Branding
1. Manage everything with a single system that’s open to integration
Giving a gift to recruiters by focusing on ad hoc software has among its advantages the fact that you get to manage the entire recruitment process with a single system open to integration first, that you can access all the information you need and reach candidates from anywhere and at any time of day.
Cloud-based recruiting management enables this, but not only that. You have everything you need available in one place: the invaluable database, information on screening applications already made and interviews already conducted, and you can see what communications you have already sent and send new ones.
In addition, ATS software encourages collaboration among recruiters: if, for example, someone is working smart or is home for other reasons, this does not affect communication among all team members; in fact, even those who are away from the office can follow the recruitment process. Any new information will be introduced into the system and visible in real-time.
An ATS software has among its advantages that it can integrate with all the other recruiting systems, including job posting on job boards and social media. With Inrecruiting, for example, you only need a few clicks to reach millions of potential candidates instantly, and this saves considerable time. What’s more, it doesn’t matter from which channel you receive the job application- you’ll find it within the ATS without having to search through email, LinkedIn, and so on.
2. Save time by automating routine tasks
The time savings are also and especially there for those routine tasks that, let’s face it, are likely to tire or bore recruiters in no small measure.
A few examples? First and foremost, the screening of applications: if done manually, one risks greatly increasing the time to hire and the cost associated with the selection process as well as displeasing candidates who do not receive a response quickly and obviously look elsewhere.Looking at CVs and any portfolios of candidates takes a lot of time, which increases even more in case there is also a motivation letter.
But not only that: think of all the follow-up activities such as confirming that you have received the application, thanking you, scheduling the interview, and so on. In short, all the things that a software handles best while leaving the recruiter to think about strategies, focus on recruiting marketing, and also focus on onboarding activities.
Not to mention, then, that identifying candidates who are right for the open position is not easy. What skills do you want to focus on? How many years of experience are needed or perhaps one particular experience may be?
An ATS can help you find the right balance between what people are offering and your cognitive abilities in a given time frame.
All while making Talent Acquisition, the search process, and so on as simple as possible. Just think about posting a job ad and even before that, writing it: with an ATS you can cut down on time with multiposting and focus on forms that auto-complete and help the candidate feel more engaged
3. Improve your strategies by letting data guide you
Collecting data and knowing how to interpret it as we know it is one of the HR trends of recent years, and it is no coincidence that we talk about HR Analytics. In fact, numbers, when used well, can help you make better decisions.
Being able to track timelines, assess the performance of a job posting, the performance of a channel, and so on can refine the recruiting process and improve the quality of hires. That translates into benefits for both the recruiter and the candidate themselves.
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On the recruiter’s side, the whole team will really have an awareness of how their work is going and be able to understand, from time to time, how to possibly adjust their focus.
In addition, if you have some information for example about the time frame needed to hire professionalism of a certain type, you will be able to strategically set goals that are concrete or rather SMART. That is, Specific, Meauserable, Achievable, Relevant, Time-based.
4. Make your candidates happy, too
As far as candidates are concerned, having a streamlined, effective and fast system makes them “happier.” There is no worse thing for a person who decides to submit his or her cv, perhaps even using his or her smartphone while on a train, than having to take too long to upload it or reading constant reports of errors.
If the candidate journey goes smoothly, the candidate’s experience will be pleasant, not least because he considers that you never know what his situation is. Is he looking for another job because his company has closed? Does he have family problems and wants to improve his financial situation? Or is he still tired of where he is? Or does he think it is time to move up? Whatever the motivation behind his application, your company must welcome him as best it can.
This also applies to the aftermath: you need to give an answer right away to those who sent their cv and automatic feedback perhaps giving a concrete idea of the timeline. This is possible with an ATS, more difficult on the other hand for a recruiter who has to handle a volume of applications. The same is also true for interview scheduling.
5. Grow your Employer Branding
Making your company a place where people would want to come to work is the main goal of Employer Branding and is closely related to all recruitment, although people often think otherwise. And instead what we have said so far, about speed, candidate experience, etc., affects reputation in no small way. A dissatisfied person in fact, talks about it with those he knows and especially on social media, thus generating a negative cascading effect.
But not only that: a software helps in a practical way to manage the career page, to have emails that are branded and communication that is unique and easily recognizable. Which is a way to be more attractive in the eyes of candidates-who sometimes send dozens and dozens of cvs-and to be more impressed. In addition, with an ATS you can better manage your social recruiting activities.
In fact, your recruiting and employer branding strategies greatly influence candidates’ perceptions of your company and the selection process-never forget that.
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