Improving the Recruitment Process with a HRMS
The process of recruitment while unique to each organization compromises a list of activities used to attract and select new employees to fill open roles in that organisation. Depending on its size the responsibility of recruitment can fall to a range of team members within the organization. While larger organizations may have a team of recruiters, a smaller organization has in some cases a single recruiter or the hiring manager. Other methods of recruitment utilized by companies include outsourcing to recruitment agencies, advertising vacant positions on job boards, and utilizing Human Resource Management Systems (HRMS).
On average an organization’s recruitment plan consists of 5-6 steps which can take up to 6 months from conceptualization to completion. These steps usually include:
- Recruitment Planning
- Strategy Development
- Screening
- Assessment
- Hiring
- Onboarding
Now let’s get into it a little bit more…
1. Recruitment Planning
Recruitment Planning involves the identification and description of vacant positions within an organization. There is also the requirement for job specifications and by listing the nature, experience, qualifications, and skills required for the position the organization identifies the potential candidates they want to attract. These efforts then lead to the next step of Strategy Development.
2. Strategy Development
This step is where the HR team decides on the methodology that will be undertaken to recruit their ideal candidates. The methods of execution can be internal and external to source the best candidates who meet the desired nature of the role being offered. Internal sourcing methods such as internal advertising, transfers, and promotions are used by recruiters along with External sourcing methods such as direct recruitment, advertising, and employment agencies.
3. Screening
The next step is the process of Screening, and this is where all the candidates from internal and external sourcing methods are pooled together and the most promising ones that fit the job specifications highlighted are selected. Those that were not successful are notified that we will not be moving on with their applications but thank them for their interest.
4. Assessment
Moving up in the process we have Assessment, and this is usually conducted via an interview where the hiring manager and or a member of the HR Team contacts the candidate to discuss his/her qualifications, work history and to identify if they would be a good fit for the organization. The final step in the assessment process is shortlisting the top 5 candidates to arrange a second interview to identify the best candidate or to make a unanimous decision about the best candidate.
5. Hiring
The Hiring process involves making an offer for employment to the chosen candidate and possibly negotiating the terms of their employment until a mutually beneficial agreement is made.
6. Onboarding
The Onboarding process is the final step where the candidate is required to complete the necessary paper works for their employment and is provided with the relevant support to aid their assimilation into the company. Support during the onboarding stage typically includes training.
Now that we have described an outline of the typical recruitment process, an HRMS such as Epic Technologies EpicHR can improve this process. The Recruitment Module of EpicHR can assist organizations as early as Step 2 with the advertising of any available positions which includes the Job Descriptions & Specifications identified by the company. This can serve as both an internal and external source of identifying potential candidates.
EpicHR can also act as an Application Tracking System (ATS) where it screens all external and internal applications gathered based on parameters set by the HRD. This can drastically reduce the amount of time it takes for the HR Team to review each resume submitted to identify the best candidates by doing so in a matter of hours. The best part of this feature is that the parameters are customizable to each role as they may vary.
At Step 4, EpicHR can be used in the effective scheduling of the interviews of the applicants who would have made it past the ATS based on the job parameters set by the HR Team. Additional features like inviting multiple interviewers and creating interview questionnaires make the Assessment process a simple feat compared to existing methodologies.
Between Steps 5 & 6 you also have the option of easily changing the successful candidate’s employment status from “Job applicant” to “Employee Status” thus completing the Recruiting Process.
The recruitment process and be a long and costly process but with the implementation of a solution like a HRMS we can see where the price of recruitment will reduce, and the time taken to find new talent that is adequately prepared to take on the role. EpicHR is a premiere HRMS Solution offered by Epic Technologies, and it can be the missing piece needed to take your recruiting efforts from good to great.
Contact Epic Technologies today to schedule your free demo of our EpicHR HRMS system.