How Can You Get the Best Value From Your Recruitment Software?
Investing in recruitment software is a big (and often costly) step; therefore it’s important to consider the return it will offer your business.
The first thing to bear in mind is that recruitment software is a long-term investment; while your HR team might notice the benefits immediately, it can take a while to see its full impact on your time and cost per hire.
However, when you’re monitoring your progress on a month-by-month and year-by-year basis, you should start to see an improvement in the overall efficiency and effectiveness of your recruitment activities.
But how can you be sure that you’re getting the best possible return on your investment?
Make sure that your team are taking full advantage of automation
One of the key benefits that recruitment software can bring to your business is its ability to automate several of the manual processes that drain your HR team’s time.
Automated emails to candidates, interview scheduling and management tools, job posting and social sharing options are all features of recruitment technology that should be taken advantage of and utilised to their full capacity.
It’s important to ensure that your team are fully trained on all of these features to reduce their time spent dealing with them manually. You should start to see an improvement in their efficiency (and stress levels!)
Monitor your top application sources to drive down costs
Reporting on where your candidates are applying from is crucial when it comes to monitoring the progress of your direct sourcing plans. Luckily, applicant tracking software allows you to easily view which advertising sources are working best for you.
Pay particularly close attention to the source of any shortlisted, interviewed and hired candidates; if you notice a trend in where your top applications are coming from, it’s worth advertising more on this particular job board or platform.
Equally, if you find that some sources are consistently failing to deliver the quality or quantity of candidates that you need, you should reconsider using them as part of your advertising strategy.
Paying attention to the sources of your applications will allow you to streamline your advertising mix and drive down your costs.
Ensure that the system you choose is scalable
Selecting a system that’s able to grow with your business is vital. While a piece of recruitment software might match your needs at the moment, will it still be suitable in two to three years’ time when your HR department’s needs will undoubtedly change again?
Investing in scalable recruitment software will future-proof your requirements and save you money in the long run. For example, Webrecruit’s Fusion software is being constantly developed and new features are being added to it all the time. It can also provide access for an unlimited number of HR users and hiring managers, so as your team and business expands, your system will grow with you.
Don’t forget the benefits that numbers won’t necessarily tell you
Of course, looking at your data and metrics is important – but there are positive effects of recruitment software that can be tricky to report on.
For example, applicant tracking software can provide a much smoother application process and this can have a great impact on the candidate experience. However, candidate experience is something that’s difficult to measure, unless you notice a reduction in application drop-off rates, or ask candidates outright.
Additionally, the strength of your employer brand is something that can be hard to measure and report on but is something that can be greatly influenced by having an applicant tracking system in place. Quicker response times, automated candidate communications and consistent branding throughout the application process can all do wonders for your employer brand.