What component should you look in a recruitment module integrated with HRMS ?

You don’t have to ‘get fancy’ with gamification, but if you want to improve your hiring processes, here’s a rundown of the essentials:

Processes that can be customized

Every business has its own set of procedures, and hiring is no exception. That method may also alter depending on the roles you’re recruiting for, the size and kind of your company, and your hiring budget. The more diverse your requirements, the more adaptable your recruitment module must be, with features ranging from screening prospects and applications to managing pre-interview checks, assessment phases, and even full-fledged assessment centers. Look for automation that is as adaptable as your company.

Direct link to your job posting

You most likely have a company website, and you may have a page dedicated to job openings and open positions — your hiring ‘storefront.’ Automatic updates will save you hours of administration work. This is where you want posted positions to appear initially.

Auto-posting to job boards

You’ll almost probably publish open positions on employment-related websites and job search engines to reach a wider audience

Application tracking

Automatic application monitoring, as a well-established and widely-used function, is still likely to be your biggest potential time-saver, alerting you on the progress of each recruitment effort with a single click. Automatic push alerts, action prompts, and process monitoring should all be included as standards.

Restart the processing function.

Whether or not you have a vacancy in the pipeline, you are likely to get resumes from potential employees — another administrative task in the World of Paper to sort, file, and manage these documents. The software can review resumes received electronically in the Digital Age, looking for details that match the types of people you want to hire and retrieving those that fit any new vacancies in the system.

Management of processes

Basic scheduling of appointments and interviews will keep the process on track in each employment campaign, even if it means coordinating with the calendars of key recruiting workers.

Collaboration in the recruitment process

Organizations are increasingly adopting a ‘360 degree’ recruitment strategy, in which additional stakeholders, such as a new recruit’s peers and coworkers, are included in the evaluation of prospects. Your recruitment software can ensure that the appropriate individuals receive the appropriate information at the appropriate time.

Summary- Getting a little fancier in terms of features, more and more modules are adding gamification, which includes exercises and activities that are more appealing to today’s prospective candidates, providing you a larger talent pool to draw from. Similarly, some companies will manage alternative interview methods (like video) to reduce the costs of more traditional (but still useful) face-to-face operations.

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