10 TIPSTO TAKE YOUR RECRUITMENT INTO THE FUTURE

CHOOSING A RECRUITMENT MANAGEMENT SYSTEM

Is your organisation ready to: - Address the skills shortage? - Engage and retain the best talent? - Build a workforce to out-match the competition?Here are our top 10 tips to choose the right Recruitment Management System (RMS) for your organisation:

Software as a Service (SaaS) solutions mean lower IT costs for your organisation, while allowing you to move with speed and agility and provide access anytime, anywhere. Make sure your RMS is based in the cloud so that it's instantly scalable to meet fluctuating demands and has the added bonus of being ‘versionless’, with no built-in obsolescence.

Ensure your RMS is based in the cloud

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By creating a unified recruitment ecosystem you can reduce the complexity of your partner networks, decrease administration and the chance of human error, and deliver a truly faultless user experience. A modern RMS should fit in seamlessly with your existing systems including HRIS, social networks and apps, assessment providers and video tools. You want your RMS to deliver the perfect customer experience to all whointeract with it — candidates, hiring managers and recruiters.

Connect up a seamless recruitment ecosystem

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The RMS you’re looking for must be a flexible, customisable business solution that offers the depth of functionality and configurability to support recruitment practices within your organisation and industry. Before you invest, also make sure your RMS choice has the ability to streamline and support volume as well as specialist recruitment processes.

Ensure your RMS flexes to your organisation and industry

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Ensure your RMS empowers you to proactively attract and engage top talent

The RMS you select must include candidate relationship management(CRM) capabilities that support proactive search and employer branding, utilising social media and the latest technologies to find and engage candidates. Don’t get sold anRMS that outsources CRM capabilities at an additional cost; this should be core functionality.

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Advanced social and mobile capability is now essential to deliver a first classcandidate experience. So when choosing an RMS, make sure it delivers a mobile experience that is as good as its desktop experience, and enables candidates to use their social media profiles to apply for jobs.

Mobile-optimisation #1: Prioritise the candidate experience

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Make sure your RMS is easy-to-access and use. Use mobile solutions to empower hiring managers and remove bottlenecks to complete critical tasks, such as approvals. An easy-to-use system that is available anytime, anywhere will have far greater uptake than one which is complex or tied to your desktop.

Mobile-optimisation #2: Empower your hiring managers

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The RMS you select must have the ability to measure effectiveness and efficiency of recruitment activities to support automation and streamlining. Measuring tactical recruitment data such as time to hire/time to fill, should be complemented with more strategic measures, such as sourcing effectiveness, quality of hire, and depth of talent in the pipeline.

Ensure your RMS includes powerful analytics functionalities

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Comprehensive onboarding functionality is non-negotiable in a modern RMS. Ensure candidates that transition into new hires hit the ground running via an engaging and interactive learning and resource portal, with automated forms and trackable workflows.

Ensure that onboarding functionality is included in your RMS

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A unified talent management (UTM) solution delivers one experience to candidates that become employees throughout the entire employment lifecycle – from recruitment andonboarding, to learning, performance management and succession. Select an RMS that is part of a UTM solution to enable identification of the right people at the right time, and help your organisation develop, engage and recruit for the future.

Ensure your RMS sits within an overall talent management solution

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Take a look at the vendor’s track record within your industry, and the quality and quantity of the support they provide. Choose an experienced vendor that offers a proven history of client satisfaction and top-notch service. Opt for a fixed price implementation and confirm that your licensing fees include post-sales support to avoid hidden costs.

Understand your RMS vendor’s service model & partnering approach

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We are a global talent management software provider with a client base across 190 countries, including several Fortune 500 employers.

Our award-winning SaaS platform unifies Recruitment and Onboarding, Learning and Development, Performance Management, and Succession Planning with Advanced Workforce Analytics running across all modules helping you to strategically align your talent resources to maximise employee value and business results.

Visit our website for more information: pageuppeople.com