HR Technology : Your Essential 7 Point Checklist

Growing numbers of employers are recognising the advantages of HR technology. Towers Watson’s 2015 HR Service Delivery and Technology Survey revealed that 88% of EMEA businesses will spend the same or more on recruiting software in 2015 as they did in 2014.

Most employers are fully aware of the instant advantages HR technology can bring to the hiring process but deciding which system meets their needs is often a sticking point.

To stay ahead in the talent race, here are your ‘must-haves’:-

Mobile click to apply : Without a mobile friendly recruiting process, your business won’t attract the talent it needs, it’s that simple. Furthermore, having a mobile apply function isn't enough. The process must be straightforward and fast. Time consuming applications will deter your best candidates. Recruitment specialists ERE found that candidate application rates drop by 365% if an application process takes longer than 15 minutes. A registration of interest function increases your chances of capturing vital data on passive talent.

Onboarding : The final stage of the candidate experience is onboarding but 39% of businesses still rely on manual systems for new hires. Recruiting software with automated reference checking, DBS and credit checks allows HR to focus on ‘welcoming’ the new hire instead of getting lost in the distraction of paperwork.

Cloud based system : 40% of global employers plan to replace their current system with a Software As A Service (SaaS) system. Cloud based talent solutions allow for easy implementation, maintenance, updates, back-ups and upgrades.

Brand protection : 20% of Britons have been or are ashamed of the company they work for. Branding and culture are key to successful talent acquisition. Choose HR technology that allows for a seamless interface with your careers site. As a further safeguard, for hiring managers who prefer to retain control over branding on job posts, opt for recruiting software with a hiring manager portal.

Scalable : What you need from your recruiting system will change as your business grows. Don’t pay for more than you need. Choose a system which is scalable, with no hidden extras in the pricing. A state-of-the-art talent recruitment system is ‘nice to have’ but if you’re only using 30% of the functionality of your system it doesn’t make economic sense. A scalable system will allow you to adapt your software to the needs of your business. 

Comprehensive data : Recruitment analytics should offer detailed information on essential metrics such as your time to hire, cost of hire, retention rates, filled versus open positions and your best sources of hire.

Easy to use : Too much talk of big data deters companies from investing in essential HR technology. Opt for a recruitment management system that is accessible, easy to use and requires only minimal training.

Final points for consideration

Review your HR operating model : 40% of global leaders are looking to change their HR operating model either this year or in 2016. If you’re new to HR technology or your current hiring process simply isn’t working take the time to review your strategy and eliminate  the elements that hold you back.

Incorporate the human touch : Recruiting software will streamline your hiring process and make it easier for HR to promote a consistent brand message but it’s not a replacement for the human touch. HR technology should enhance, not hinder, your hiring process.

At Advorto we have the recruiting software solution that meets your individual business needs. To find out more, or to take advantage of your free trial, contact us today.


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Related reading:-

Big Data, HR & Digital Delusion

Recruiting Software : Giving Candidates What They Want


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