Although some still talk of “getting back to normal” after lockdown, only a few expect it. Brexit and coronavirus, the shaky dollar and new technology are sure to make big waves over the next few years: patterns of work will change, new markets will emerge and new skills will be in high demand.
There were serious labour shortages within the economy before Brexit and lockdown, ranging from analysts to appliance repair specialists, but now we are observing more – from AI experts to chefs and bar staff. These are not short-term hiccups: all the signs are that the mismatches between vacancies and skill-sets is widening and will affect the viability of many businesses. Enterprises with firm HR databases and efficient recruitment software will have a head start.
Another factor is the gig-economy which is now surging in response to remote working technologies and social media. A lively gig economy will only increase the pressure on HR. There has never been a wiser time to invest in recruitment CRM, but which features matter the most?
Cloud-based recruitment software in the UK
The exact place to look for new HR CRM solutions is the Cloud. Cloud-based recruitment software in the UK has three enormous advantages; speed, versatility and scalability. You can implement a sophisticated solution quickly, make it work with systems you already depend on, and scale your resource to your budget.
Our cloud-based recruitment software in the UK offers turnkey solutions for British businesses because they closely monitor a rapidly changing landscape. As we wave goodbye to Brussels, right to work rules and employment rights, things are sure to change. Cloud companies apply updates to their systems once, saving every client maintenance overheads. The same applies to security patching.
Five Key Features
The importance of features depends on your business, but here are five we think you need.
1. Recruitment software should provide APIs to integrate seamlessly with your payroll, invoicing, accounting and calendar management software, and also into your rostering and onboarding workflows.
2. Automated communications will help you to track, audit and demonstrate contractual and compliance obligations. Your system should provide autoresponders, multi-channel logging and document control features. You can also automate vacancy posting onto job boards and social media.
3. Access to your CRM from anywhere at any time means employees and candidates can clock in and out, post availability, submit timesheets and update their own contact information. It improves your data while minimising administration.
4. Comprehensive applicant tracking allows you to automate your screening processes to identify the correct candidates almost instantly. In addition to CVs, your system should accommodate rich data such as reviews, ratings, rewards and accomplishments during their history with you.
5. When there aren’t enough good candidates – create them! The difference between companies that head-hunt and those that train is like that between hunter-gatherer societies and farmers, and we all know how that played out. Your system should help you spot talent and develop it.
