Recruitment is competitive. There are many ways in which HR Managers and Recruiters can attract and find talent. Usually, job boards are the main go to point. It’s main stream. Everyone does it. The quality of candidates is sometimes not that great. But hey, you know they are there and you know that will apply. It’s a matter of sifting through all the CV’s to find the best matches. This can take time and be very frustrating. If you have an applicant tracking system, chances are it will provide you with some capability to rank and sort candidates based on questionnaires and key words. This improves your success in finding the right people and reduces the amount of time it takes to hire talent.

If your recruitment strategy is efficient, you will being using the data captured within this type of recruitment process to leverage and maintain contact with past applicants through Job Alerts and other branding based communication.

There is a lot of different types of data involved with the recruitment process: CV Data, Questionnaire Data, LinkedIn Data and other ATS based information. Being able to use this data in an automated manner, really provides business with competitive advantage. Automatically creating Talent Pools based on applicant responses. Setting up Talent profiles based on what the business needs to succeed. Filling these profiles from both internal and external data sources (Recruitment and Performance Management). Building lifecycle timelines of Applicants and Employees so you can analyse key attributes of people that are happy at work and those that are not.

The power of the next generation of HRIS Software, Performance Management Software and e-Recruitment software can be see here. With seamless integration into payroll software. Technology under pinning HR processes: attraction, development, motivation and retention.

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