If you’ve been a recruiter for any length of time, then you know how the creation and streamlining of systems can help you to make more placements and increase your billings.
As most of you are well aware (or you should be aware), technology has had a profound effect on the recruiting profession during the last several decades. That technology has offered new and exciting opportunities for creating systems to increase production and billings.
One of the names for this kind of system is a recruitment management system. It goes by other names, as well, including e-recruitment or an online recruitment system. All three refer to basically the same thing: a software tool (or series of tools) that facilitates the recruiting and placement process.
In other words, more qualified candidates, more send-outs, and more placements. C’mon, who doesn’t like the sound of THAT?
Below are the five main components of a recruitment management system, along with the role that your recruiting software package plays in each one:
#1—Sourcing talent
Where do you find your best candidates? How do you find your best candidates? They could already be in your own database, or you might find them on LinkedIn. If they are on LinkedIn, how do you get them into your recruiting software database? If they’re somewhere else, how do you get them in there? Your recruiting software should make it easy to add data.
#2—Attracting talent
This is where your firm’s website enters the picture. That’s because you can post your open positions on your website through a job board interface and then advertise those positions, including through social media channels (like, once again, LinkedIn). And your recruiting software? Well, it should be connected to the job board on your website, so that the information can flow easily from point A to point B. Get the point?
#3—Screening talent
Looking through resumes, determining appropriate backgounds and experience, analyzing skills, setting up and executing phone interviews . . . these are all things you should be able to accomplish through your recruiting software. Not only that, but you should be able to accomplish these things quickly. Because the recruiter that presents the right candidate first wins the prize—the placement prize, that is.
#4—Submitting talent
Does your recruiting software package provide you with an easy and customizable system for moving candidates through the placement process? Does it have Hotlists and a Pipeline for ranking candidates and positioning them correctly? By this time, the front-runners should be emerging, and there should be no question in your mind which ones deserve to be presented to your client for consideration. We’re nearing the end of the process, and this is NOT the time for flub-ups.
#5—Placing talent
A recruitment management system is all about having the correct information at the right time, just when you need it. Nowhere is this more obvious than at the end of the process. You have candidates in play. They’re interviewing with your clients. Offers are being made and considered. You can’t afford for things to “fall through the cracks.” Do you really want to lose a $20,000 placement fee because your recruitment management system—or specifically, your recruiting software package—dropped the ball? (If that happened, then you might go “all Office Space” on your software. Bad things, man. Bad things.
Do you have a recruitment management system in place that covers all five of these components? Is your recruiting software an integral part of that process, or is it slowing the process down?
It’s plain and simple really: you need to find the best candidates, you need to recruit the best candidates, and you need to present the best candidates. If you don’t, then there is NO way you can place the best candidates.
A top-notch recruitment management system is the way to go—especially if a top-notch recruiting software is part of that system.
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