Times are changing. Like it or hate it, we have to change with it. In the last 20 years technology has transformed how work is done – from international finance down to checkout tills at Sainsbury’s. Regulation has accelerated almost as much, complicating everything from futures trading to how detergents are arranged in a cleaner’s cupboard. As a result, job roles have become more specialised, complicated and mercurial. Inevitably, vacancies are harder to fill.
The ways jobseekers and employers find each other has also become fractured and difficult to navigate. Try walking into modern construction sites, offices or schools to ask for a job and you’ll be grabbed by security. Vacancies may be open, but doors most definitely aren’t. For employers it’s equally hard – is your ideal candidate using Facebook, LinkedIn, Jobsite, Gumtree, Totaljobs or one of hundreds of specialised agencies? These modern problems require a modern solution.
Using a Recruitment Tracking System in the UK
Today’s red tape requires us to conduct extensive vetting and record keeping and conform to perplexing privacy regulations. The key benefits of a recruitment tracking system in the UK is to relieve employers from the workload of identifying serious candidates while avoiding legal pitfalls on the way.
What Is Recruitment Tracking Software?
Usually it’s a suite of programs designed to work together. If it’s located in the Cloud, it can be accessed from anywhere with a web browser. Programs like Outlook, MS Exchange or Sage Payroll are easy to integrate and new modules easily added. Look for the following main features.
One-Click Vacancy Posting
By storing job descriptions, candidate correspondence and legal declarations as templates, along with intelligence about current job-seeking venues, one click can then invite applications from job boards, social media, previous applicants and through your own website portal.
As applications arrive, the information needed to choose promising candidates is automatically extracted, saving weeks of manual sorting. This is an important module, so ask questions about it.
Can you flexibly define the keywords that demonstrate a candidate matches the role? If you can’t, your engine will often eliminate the wrong people.
Can it read? Some engines will eliminate candidates if it finds their CV hard to process. One rejected CVs typed in Times Roman because it could only read sans serif.
Can it import from many sources? The best engines can proactively hunt for suitable CVs on CV Library or LinkedIn.
Once you have a shortlist you need to schedule interviews. Recruitment software should help you do this, unifying all your candidate correspondence history and records in one place (phone-calls, emails, letters or SMS).
Choosing candidates is rarely the decision of one person. Better recruitment packages support team collaboration throughout the recruitment process.
Modern head-hunting has become a difficult and expensive and overhead. Recruitment software is the modern solution.