Towers Watson’s 2015 HR Service Delivery and Technology Survey revealed that 88% of EMEA businesses planned to spend the same or more on recruitment software in 2015 compared to 2014. Almost a third of these (30%) planned to replace their HR system in total.
That’s welcome news for HR as a whole but hiring managers who expect their new recruitment software to offer an instant panacea for their talent acquisition problems may be disappointed.
HR technology cannot resolve the underlying problems with your company’s ability to hire qualified candidates. We recommend that you forget about improving your recruitment software until the issues are identified.
Here are five of the most common problems that prevent employers from getting the best from their recruitment software:-
You don’t understand how to attract talent
Attracting talent is one of the biggest challenges faced by HR. It’s easy to understand but not easy to achieve. Without an appealing employer brand most businesses will operate from a reactive stance. This is a very real problem for 86% of SMEs whose business growth relies on their ability to recruit millennials, according to research from Lloyds Bank. The report also found that 56% of millennials turn down a job offer if they don’t like the culture of the employer. Before updating your recruitment software, consider whether your company culture is the Achilles’ heel in your hiring process.
You’re suffering from ‘unconscious bias’
The CIPD’s latest report A Head For Hiring : The Behavioural Science of Recruitment, suggests that when hiring, people look for ‘mini-me’s’; in other words. ‘mini versions of themselves’. Companies make decisions based on visual, cultural and demographic factors combined with ‘gut feel’, which aren’t indicators of how the candidate will perform in their job. A subjective approach raises the chance of a bad hire and a poor organisational fit.
The extensive recommendations made by the CIPD to reduce this bias, which recruitment software can facilitate, include:-
- Group CVs and make them anonymous before reviewing them.
- Use interviews to collect relevant data and information for review, rather than to make a final hiring decision.
- Adopt a uniform approach to interviews, focusing questions on job performance. Evaluate candidate suitability based on the results of their responses.
We would add that effective online assessments during the initial screening process will also help to eliminate ‘unconscious bias’.
Your leadership is poor
Employee engagement is a major problem for UK employers but all too often a talent exodus is the direct result of poor leadership. A second CIPD report released this week suggests that people don’t leave jobs, they leave their managers. Over 40% of those surveyed had left a job due to their current boss and a third felt their boss was a bad manager. The reasons given for the widespread dislike of their managers, include a lack of recognition and feeling overworked. Interestingly, recruitment was ranked as the worst industry for poor management, while 94% of respondents working in HR ranked their managers as ‘trustworthy’. If your leadership is poor it will impact the value of your employer brand. Before you improve your recruitment software, pay attention to your engagement and productivity levels.
You avoid social recruiting
Talent acquisition has become more complex in the past decade. Five to ten years ago job boards were a primary source for HR to reach targeted candidates who were grateful to receive job offers. Today, social media, talent pools, branded careers sites and employee referrals are just some of the ways hiring managers find qualified candidates through social recruiting yet 79% of employers don’t have an effective social recruiting strategy. In the current employment market, candidates are becoming ‘consumers’. Improving your recruitment software won’t attract more talent if you don’t operate a successful social recruiting strategy.
You still use paper based systems for onboarding
Onboarding is the final step in the candidate experience yet its importance is often overlooked by employers after their job offer has been accepted. HR may have automated key parts of the their recruitment strategies, such as candidate screening, self-scheduling interviews and personalised automated updates, but the Towers Watson survey revealed that 39% of businesses still use paper based hiring processes to process new hires. Modern recruitment software automates time consuming administrative tasks including reference requests, allowing HR to provide a more personalised welcome to their new recruit. A PwC survey found that one in three new hires in the UK leave their job within a year and just over a fifth of those leave within six weeks. Before you improve your recruitment software, automate your onboarding process.
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You might also like to read:-
7 Things About Recruitment Software You’ll Kick Yourself For Not Knowing
Why You’re Failing At Recruitment Software