Recruiting: the role of technology in the employee lifecycle
This is part of a new blog series with NTT Centerstance, where Ken Steinman is a Senior Consultant and Certified Performance Technologist. NTT Centerstance is a market leader in implementing business-friendly technologies such as Salesforce and FinancialForce.com to help companies achieve a high rate of adoption and maximum ROI.
As we walk through the employee lifecycle of hire to retire, let’s focus first on recruiting. As all of the analysts provide their 2015 top ten lists, one consistent trend is that the job market is “heating up,” meaning it will become more and more difficult to find the right talent to fill your important positions. It’s imperative that your recruiting process is flawless, and your recruiting application promotes your brand and provides your candidates with clear sailing through that recruiting process.
A study released this year by Randstad US revealed that the majority of candidates look for an employer that is honest (78%), reliable (71%), secure (62%), and well respected (51%). Those are personality traits that can be reflected by your careers site, job ads and ease in which candidates get through the process. A frustrating user experience may result in an employee “firing” a potential employer before they ever submit a resume. In addition to the company’s personality traits listed above, other key factors that can’t be ignored are long-term job security (55%), a pleasant working atmosphere (49%), and good work/life balance (43%).
This is why it’s so important to have a solid Human Capital Management system with recruiting. As far as implementing any type of technology, including an HR system, there needs to be a focus on business process before, during and after an implementation. Technology can be a great enabler of business process. It can improve efficiency, record keeping, compliance and provide access to data driven insights. If you have streamlined processes, you’re probably ready to plan your implementation.
Some key points to take away when planning and implementing your HCM/recruiting system are to ensure you capture the data you need, but make sure you evaluate what data is most necessary. As you plan your implementation, don’t just assume that you need all the data you currently collect. Always challenge your team to ensure that someone actually looks at the data you collect, don’t just collect it because you have always done it that way. Make sure the questions you ask a candidate to answer are clear and concise. It’s always good to get fresh eyes on things that you’ve looked at so many times that you may take for granted.
Planning properly will ensure you get the return on the technology investment and that your company will benefit even more when the right candidates come through the door! Next in our series I’ll focus on how to keep those new hires – improving retention through onboarding.