How to recruit (much) quicker
Online recruiting, when effectively used, can bring about massive time savings in the sourcing and managing of candidate applications. Those companies who are effectively carrying out these tasks continue to build the competitive advantage over other businesses in their respective industries who are still recruiting manually.
Recruiting is typically a long, drawn out process often with significant gaps from the time an employee leaves to when the incumbent takes his/her place. This leads to severe impacts on business unit productivity and overall loss of competitive advantage.
Best-of-breed online recruiting software, specifically applicant tracking systems (ATS), have evolved to significantly improve the speed at which candidate sourcing takes place. It also improves the process of handling the applicant from first contact to hire.
An example of this is placing a job advert on your ATS (such as graylink’s Neptune), and automatically within minutes it distributes your job advert to channels such as:
Job aggregators, e.g. Indeed, Careerjet, Simplyhired, which collect job listings from many different sources
Job boards, where jobs from both general and niche industries are displayed
Social media sites, such as your LinkedIn “Careers” page, Facebook page “Careers” tab, as well as Twitter
This drives candidate response direct to the job advert on your ATS where they can apply accordingly. In other words, by using the ATS, your reach is increased and you will receive sufficient applicants much faster.
Talent pipelining, a feature available in best-of-breed ATS, allows for the proactive build of talent pipelines typically focused on niche, hard-to-find skills. This allows companies to line up prospective candidates for immediate replacement of outgoing employees, bringing time-to-hire metrics down to their very minimum.
Once you have a pool of applications for an advertised job, an ATS will allow you to find the most relevant candidates quickly and effectively through the use of scoring and ranking, filtering and searching. Bulk auto-regretting of irrelevant candidates allows you to focus on candidates who are closely suited to the job requirements as well as maintain the perception of your employer brand and comply quickly with legal requirements.
ATS metrics will provide details on turn-around times and bottle neck areas, helping decision makers identify weak areas to address accordingly.
Online recruiting, when effectively used, can bring about massive time savings in the sourcing and managing of candidate applications. Those companies who are effectively carrying out these tasks continue to build a competitive advantage over other businesses in their respective industries who are still recruiting manually. This is also critical to building a strong employer brand which quickens a potential candidate’s decision to join a company.
For more information on moving your recruiting process online, contact graylink, a leader in the provision of web & mobile recruitment software with operations in Africa, Middle East and Europe. graylink delivers it’s solutions to over 300 large corporate and government organisations located across more than 74 countries.