When you are hiring, you want to put your job in front of as many people as possible. After all, the larger the talent pool your offering reaches, the more likely you are to receive a healthy number of applications. However, as any recruiter will tell you, posting jobs on multiple job boards is laborious and time-consuming. With Candidate Manager, you can reach millions of job seekers with just one click.
If you’re looking to recruit the best people for your business, you have to ensure that the very best people are going to see your job description. So many times, excellent employers are only getting responses from mediocre candidates and often it is due to the wording of their job description.
Unless you have been living under a rock for the last few years, you will have seen social media grow exponentially. The likelihood of finding a successful business without a social media presence is highly unlikely. However the same question is commonly asked. Does social media really matter? In a nutshell, yes, yes and yes again! After listening to a range of industry thought leaders and influencers at recent conferences and seminars, I have cherry-picked the most important ideas. Most notably, where to start, how to continue, and why social media really does matter.
A never ending challenge to business today is the rate at which things change and having to keep up with said changes. This is as true for recruiters as it is for any aspect of business.
From the use of social media as a tool to recruitment software in the HR process, recruitment is an industry like any other in terms of how it changes. This has never been more true than in the highly charged times we face now, with the Global Economy as much proof of the state of flux business exists in as it is a victim of that fact.
The most important resource in a business is undoubtedly the human one. A strong business stands on the actions, skills and practices of its employees, and yet, despite this, some companies choose to think of HR and recruitment as not being a revenue creating department.
Human Resource management is all about making decisions. Choosing the right candidate for the position available is not something that should be left to chance or guesswork. The role of decision making in HR is a complicated one and using the technology and recruitment software available, you will be able to make decisions that are based on true evaluation of all the factors.
How to Choose the Right Candidate?
In any recruitment process the ability of the candidate is weighed up against the suitability of the candidate. While the interview process is a vital part of decision making in HR, it has been established that the ‘human’ factor can be the one to cause a problem. In an interview there are two or more personalities involved; this can skew the decision making process in many ways, and using recruitment software may be the way to overcome it.
“I believe in the adage: Hire people smarter that you and get out of their way”
Howard Schultze: CEO of Starbucks
Firstly, recruitment software is used to match up the ability and potential of any candidate to a specific position using a finite set of parameters. Custom based recruitment software could be exactly what your HR division is looking for to increase the effective decision making of the department. It is not always about streamlining functions and saving money. Learning how to choose the right candidate for a position is a highly skilled process. Recruitment software removes the risk of personal attitudes impairing the decision making process.
Human resources has become a highly specialised niche market. It is no longer just about finding labor or sifting through CV’s to see which one appeals to you. Using technology is way of bridging the personal decision making process and the science of recruitment in a seamless solution. HR departments should develop policy that filters through the entire organization. This will allow for better decision making when it comes to attracting and developing talent.
