Looking back today in any company, we see intelligent systems that perform routine tasks such as personnel expense reports, time and attendance, workforce planning, controlling or training management and support the recruitment team in the battle for the most skilled and talented minds. In the era of globalization and high-end technology, the vacant positions are no longer stuck on physical bulletin boards but with each company utilizing its online presence.
Internet job boards are booming and so are HR software and recruiting tools. These changes have meant development of new strategies on the part of employers to optimally be present and active in the networks. The new generation of employees is in a “war for talent” challenging and influencing the work of the HR Manager who are resorting to HR and recruiting software tools for high productivity gain.
It is critical then to understand the need and underlying strategies before we address the key question on how to select these HR software and recruitment tools.
What has changed through the use of HR software and recruiting tools?
HR departments are usually occupied and need to attract the best talent in new and efficient ways. They need to stay ahead of the curve and follow the latest developments in the field of recruitment. Active Sourcing or direct search is not just a trend but a reality today – especially in the selection of managerial staff. More and more HR departments are increasingly registering their tech presence and socially active as almost demanded by the candidates.
But where do tech savvy headhunters and recruiters find senior executives and how they interact with them? First, recruiters need to choose the right platforms. Identify candidates willing to ‘change jobs’ in social channels does tend to be difficult given the vast expanse of those networks and the fact that everyone on them is not necessarily interested in ‘work’ or job changes.
Many recruiters thus shift focus to specific career platforms (for instance Experteer’s career platform for senior management) that attract personnel interesting in jobs directly. Recruiters are able to search using smart filters specifically adapted to candidates, contact them and expect high response rates.
The HR manager therefore no longer struggles alone with a circuit of a job postings, but is responsible for the whole recruitment process and focuses on confronting the candidate questions. It is critical here that the HR manager has understood the requirements of the job and the needs of the department very well.
The personnel department usually works with an internal or external consultant or headhunter aiding in the selection of suitable candidates via their extensive knowledge in delivering appropriate recommendations. Especially in the area Recruiting, the knowledge advantage can be crucial in addressing the right candidates at the right time.
With the help of big data and business analytics solutions such as “Analytics” by Experteer headhunters and recruiters get aware of the market movements in a few steps and act immediately. This tool for instance provides information about current movements at competing companies or how soon executives from a certain industry change jobs. Recruiters are able to use this information in building their recruitment strategies.
In addition, HR managers need to understand the company and roles almost like designers. Thanks to the available IT solutions that increasingly take away repetitive administrative functions of the HR staff, they can focus increasingly on core functions such as HR strategy, HR planning, recruitment and staff development.
HR Managers are able to increase business value through high quality and cost effective services. This however requires that companies are using the correct HR software and the appropriate databases to achieve these goal in the long term.
Things to consider while selecting HR tools and software solutions
1. Acceptance in the company
The introduction of a new system should be accepted by the decision makers and users to ensure success.
2. Ease of use and simplicity
Those responsible must be able to operate the software without any problems. This, in turn also depends on the acceptance within the company.
3. Customer service and offers
A responsive customer service and good offers for long term customers are usually a part of the package from a professional service provider. Some offer webinars, e-learning modules or knowledge databases that add value to the offerings.
4. Integration and interfacing easy
The software or database should allow easy integration into existing IT infrastructure.
5. Automation of the processes
Administrative skills should be simplified by the use. This is directly helpful in addressing the worries of the managerial staff. For example, exclusive databases such as Experteer that speed up the search process considerably
6. Quality improvement
The overall goal should be to become best-in-class recruiter. It is critical to choose services and solutions that offer something unique and valuable. Experteer, for example, offers access to more than five million candidates worldwide in the senior management category.
Note: This post is based on the article “Neue Aufgaben für HRM” by Dr. Christian Göttsch. The article was published in the 03-2014 issue of the Swiss magazine Persorama.
