Recruitment 101: How HR Technology is Helping to Improve and Streamline the Recruitment Process
Recruitment 101: How HR Technology is Helping to Improve and Streamline the Recruitment Process

Recruitment 101: How HR Technology is Helping to Improve and Streamline the Recruitment Process

HR technology

Human Resources is all about managing the personnel of a company – building solid teams to maximize efficiency with the human capital available. Often involving psychology as much as a working knowledge of company operations, this can be a substantial feat, especially in some of today’s more complex, fast-moving companies.

In the modern world of HR, technology is helping managers make drastic strides to improve and streamline the attraction of new talent to a company. Here are just a few ways that technology can help.

Know exactly what you’re looking for

With the added tools that come with personnel management solutions, especially including productivity trackers, HR professionals can keep a close eye on the efficiency of their teams or of the company as a whole. They can go further by breaking down many of these metrics to garner a much better understanding of current needs. They can see what skill sets might give a team or the company the biggest boost. If there are current employees within the company who aren’t pulling their weight and may need to be replaced, they’ll be able to see it. It’s tools like these that allow HR managers to figure out exactly which areas they need to bolster, skill sets to seek out or traits to avoid, allowing them to focus their recruitment efforts where they’ll have the largest impact.

Manage your network

Professional networking sites like LinkedIn are great for making contacts, but HR technology solutions can bring everything together. They allow users to compile data in one place, where it’s easier to filter and vet individual contacts. Many software packages even allow for prescreening of potential candidates to cut down on the time required for interviews and assessments. Lastly, the right technology allows HR professionals to coordinate outreach among a number of potential leads, rather than having contact messages sent out through a number of different sites and mediums. By aggregating the recruitment process on a single platform, professionals are able to see quickly who contacted a candidate, how strong a potential employee they are, and whether there was an initial response or request for follow-up. This is especially helpful for large HR departments that handle heavy workflow.

Assess qualified candidates

Once a network has been winnowed down, with uninterested or unqualified candidates sifted out, HR professionals can use technology to assess those remaining in the potential talent pool. Tests for aptitude or attitude can be sent to chosen candidates to determine not only if they’re competent to fill an opening, but also whether they’re likely to work well with others already on the team. Many of these assessments – which can even include personality tests – provide quantitative results that can be viewed more objectively, rather than the subjective feelings of an interviewer, which can often be mistaken.

Manage and automate onboarding for new hires

New employee orientations can be incredibly time-intensive. Going through all the paperwork for each new hire, reviewing company policy and sharing company culture are all significant tasks that can be easily streamlined with the right technology. By leveraging the right solution, managers can give employees the resources they need to self-guide much of their own onboarding process, and involve other employees only when necessary. These resources can also serve as a guide for new hires that they can refer to later, if necessary. More importantly, though, this technology frees up HR professionals to refocus on core tasks and get back to recruitment or retention efforts more quickly once they’ve successfully brought in a new hire.

Human Resources can be a messy part of any company. For every new hire, there are a lot of forms to complete and best practices to share along with company policies – and this is after a new person is hired. Before that, there are networks to manage and outreach efforts to coordinate. Candidates must be prescreened, contacted, scheduled, interviewed, assessed, vetted, decided on, and recruited. Only after all that is done successfully is there onboarding to conduct.

Taken together, all these efforts are very intensive, and can also be very expensive – especially when some value is placed on each hour of effort by HR managers. Every effort should be considered to streamline the processes involved. New technology allows many of the functions of HR to be consolidated, automated, and managed in a single place. Just as in other areas of company operations, technology allows a business to reduce or eliminate the time required of HR professionals for menial tasks, and instead leverage their talents to best serve the company.

Read more: New Software Solutions: How to Successfully Implement HR Technology >>>

Four Steps to Implement HR Technology Successfully >>>

Terri Gallagher: “In Many Ways HR Technology Implementation Is Never Really Done” >>>

susan-knox Susan has been working in the Human Resource industry for many years and enjoys what she does.

She currently writes for and works hard to match the right people with the right job for better overall productivity for businesses. In her spare time, she enjoys walking the dog and reading.

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