Leveraging HR Technology in a Paper World
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Dawn Altnam is a regular contributor to The HRIS World.
Meeting the Challenge of the Internet
The recruiting process in any HR department is a labor and paper-intensive activity…
- Position requirements must be gathered and interpreted
- Job listings must be updated
- Potential candidates must be screened
The use of technology to assist in recruiting is helping reduce the effort and allow the creation of easy-to-repeat processes.
Everything about HR is changing. To be specific, it’s all moving to the Internet.
Recruiting, interviewing, and even paying employees (via 3rd party payroll services) is the direction in which our industry is moving.
Here’s how to not just cope with these changes, but how to use them to become more efficient.
Define the Flow of the Recruiting Process
Recruiting systems allow one to define exactly how the workflow moves through the recruiting and hiring process.
Who needs to get what information and when is a way to get the right information into the hands of the decision makers. This allows departments to turn around interviews and hiring decisions quickly help to capture the right people when they are available.
Job seekers benefit from knowing what the flow is as well. They are likely researching other companies, so it’s good for their planning to know when interviews might be held and how long final decisions take.
Communication Options are Key
Telephones and emails are still primary tools for communicating with candidates. Text messages and chat areas on recruiting websites are becoming useful for reducing the cycle.
People are using their smartphones and tablets more and more for keeping connected throughout the process. It’s no longer unusual to make an offer to a candidate through text messaging.
Conference calls and video conferencing are also being used more often. Getting people together on a video conference is easier than coordinating a multi-person in-person interview.
The technology is available to allow hiring personnel and the candidate to meet while sitting at home or in various coffee shops. Interviews are no longer constrained by the need to have a physical space available in which to meet.
Information is the Recruiter’s Best Asset
Sophisticated recruiting databases now allow candidates to update their own information and recruiters to search on available skill sets.
Hiring managers can even perform queries or run reports to see who might be available. With a database of potential candidates, it’s possible to take shortcuts through the process by revisiting people who may have already been through the process.
These databases allow this to be done much faster than relying on the paperwork completed earlier by candidates.
The New Networking
Company websites have long been a way to get information out to candidates about positions. Social media is now becoming a way to syndicate that information to an even broader base of people.
People use social networks to stay in touch with one another, but also to share information that is important to them.
Sharing job information is one of many ways people utilize their own networks. Creating links to their Facebook pages and Twitter feeds taps into a potentially huge pool of skilled people.
The professional networks such as LinkedIn create a space for people with similar work backgrounds to gather and share information. People looking for positions as well as companies hiring into positions access LinkedIn and the resources available there.
Personalizing the Process through Apps
The trend in the use of mobile devices is predicted to increase dramatically over the next five years. As smartphone and tablet technology improves and the availability of sophisticated apps increases, the savvy recruiter could be carrying their most important tool with them.
Apps that integrate office tools with mobile devices and allow access to the recruiting databases gives the HR person the ability to react quickly. GPS technology can help recruiters get connected with key applicants.
Video and teleconferencing from anywhere reduces the chance of losing talented people due to scheduling conflicts.
Technology Enhances HR Efficiency
From recruiting, hiring, reviews and payroll, technology is supporting major processes within companies.
At the front of a company’s success, recruiting is taking advantage of this to find the best talent available.
More articles by Dawn Altnam...
- Got Cloud for Your Database? DBA Role Shift Is Arriving - 29-April-2013
- How to Lose Your IT Team in 10 days - 17-April-2013
- It's a Hard Life But It Can Be Saved With a Flash - 19-February-2013
- When Technology Becomes Convenient, Is It Really Easier? - 12-February-2013
- Why It's Time for Data Centers to Catch Up - 15-January-2013
- Understanding Challenges in Virtualization - 8-January-2013
- Declining IT Jobs: The How, Why, And What to Do About It - 26-December-2012
- Staffing Your IT Department for Success - 11-December-2012
- BYOD: What Is It? And How Will It Work for Your Business? - 3-December-2012
- Threatened: IT Jobs in the Wild - 18-November-2012
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