Resistance to recruitment software remains stubbornly high among UK employers who insist on tackling the growing skills shortage with manual hiring systems. If you’re still to be convinced about its ability to speed up your hiring process or effectively screen job applicants, our five compelling examples may change your mind.
It prevents you from breaking the law : The Equality and Human Rights Commission (EHRC) has published new guidelines following over 100 complaints about the discriminatory nature of some job adverts. Advertising for candidates based on either race, nationality or sex is illegal and companies must, according to EHRC advice, replace terms such as ‘paper boy’ or ‘barmaid’ with suitable alternatives. Job adverts requesting a ‘recent graduate’, ‘mature’ or ‘tall’ people are also deemed discriminatory. Don’t break the law. Choose recruitment software with an in-built hiring manager portal giving ultimate approval for all job posts to HR.
It deals with overwhelming applicant levels : You have to feel for the GP who was, until recently, struggling to recruit a junior doctor to work in the town of Tokoroa situated on New Zealand’s North Island. Within days of the global media promoting his hiring predicament, he was inundated with ‘unsuitable’ applicants. Recruitment software with an integrated applicant tracking system effectively screens unprecedented levels of applicants, ensuring the CVs you see are only of qualified candidates.
It verifies candidate claims : The importance of carrying out background checks was highlighted following the Solicitors’ Disciplinary Tribunal’s recent action against a law graduate who made false claims about her degree result on a job application. While the graduate was banned from practising for 18 months and fined £3,000 it is a salutary reminder for employers who skip this crucial part of their hiring process. Background checks should exclude the need to carry out online searches and incorporate criminal history and credit checks. Resist the temptation to hire without verifying the qualifications and career history of your applicants. Choose recruitment software which automates essential checks and includes links to authorised checking agencies.
It helps to prevent talent going AWOL : Modern HR technology tracks candidates through the talent pipeline to onboarding and beyond. It may have helped to prevent the difficult situation faced by the Deputy Mayor of Cadiz City Council in Spain who inadvertently discovered that an employee who had failed to turn up to work for 6 years was still on the payroll. Ironically, this revelation occurred when the City Council was due to prevent the missing employee with a long service award. Don’t let your best people go AWOL, invest in recruitment software that helps you to hire (and retain) better people faster.
It highlights the bizarre : The NFL recently attracted attention for its unorthodox interview techniques which included questions such as ‘Boxers or briefs?’ and ‘How many different things can you think of that you can do with a paper clip?’ Prevent a talent exodus by recording your interviews for online review by relevant decision makers to ensure consistent, objective interviews that provide insightful responses. Or follow Facebook’s example by asking candidates what they did on their very best day at work. Better still, incorporate recruitment software that provides HR analytics to rapidly identify problem areas in your hiring process.
Don’t ignore recruitment software. Manage your entire talent recruitment system with HR technology that helps you to hire better people faster. Contact Advorto today.