May 22, 2018

3 Ways To Keep Your Recruiters’ Workload Manageable & Focused on Strategy 

Finding the right talent is a strategic advantage and it provides the potential of transforming a company’s place within its industry. There’s no substitute for skilled and knowledgeable employees, and even the most advanced business can fall behind the competition if it isn’t recruiting the right people. This makes the human resources department, and recruiters in particular, fundamental for organizational success. It falls to corporate leaders to give their Recruiting teams all the tools they need to succeed.

Making the right call on a hiring decision is essential to the future course of an organization, but it is an involved process. When recruiting teams have to deal with too many transactional tasks or low-skill day-to-day duties, they may have trouble meeting their full potential. Putting the proper focus on each hiring decision can be time-consuming and demanding, but the results will speak for themselves.

#1 Linking HR & Department Leaders

When recruiters search for new talent, they should do so with the cooperation and input of the department that is searching for the new worker. Each team will understand its own skill needs in the greatest detail, and this means the chance of a good hire increases when these departments stay connected in the recruiting process.

IT World recently specified that there should be regular meetings between HR and departmental leaders to ensure the talent search is proceeding effectively. Otherwise, organizations may be stuck in a pattern of handing off job descriptions to recruiters and having them search for people with the listed credentials, a process that can cause the loss of nuance and specificity.

#2 Involving HR in New Product & Service Launches

As industry expert Patty McCord explained in a piece excerpted by Fast Company, it is ideal for companies to think of their recruiting teams as key groups of stakeholders. This means keeping these professionals in the loop of customer expectations, organizational strategy and the release of new products or services. This is a contrast to the siloed and “non-business” view of recruitment that has taken hold at some companies. When organizations want to expand their offerings or operations, they’ll need to hire a team for delivery, sales, and technical support. When recruiters are involved early in this process they are better equipped to find and hire the required talent, as well as expedite the recruiting and on-boarding process. Having the right talent onboarded early in a new product’s life cycle is critical to its success and adoption. To give recruiters such a role, organizational leaders have to communicate frequently with HR and involve them in new product / service discussions.

#3 Working more efficiently through technology

The value of technology for HR departments comes from the way these tools streamline everyday tasks, enabling recruiters to take a more strategic approach to their jobs. Advanced HR technology platforms streamline workflows and save time, enabling Recruiters to boost their productivity. Manual tasks become automated, decreasing error rates and improving data integrity. Recruiters require a full-suite Recruiting platform that can reduce organizational friction, increase efficiencies, and enable them to spend more time on best-fit candidates to further organization goals.

HRadvocate (HRA) offers a single holistic platform designed to improve recruiting and onboarding by helping recruiting teams overcome common challenges:

  • HRA addresses the challenge of communication lapses between recruiters and hiring stakeholders, using collaborative channels and the HRadvocate FIT-O-METER™ to ensure that recruiters are shortlisting the most qualified candidates.
  • HRA addresses the challenge of real-time analytics and monitoring of the requisition pipeline. Hiring Managers, Directors, VPs, all have real-time visibility of the candidate pipeline, as well as insight into stage by stage progression.
  • HRA addresses the challenge of improving applicant conversion through unique and dynamic insights into how candidates are applying to ensure that the applicant funnel starts as wide as possible, and automatic filters narrow the pool to the most qualified candidates
  • HRA addresses the challenges of collaboration with built-in document management. Hiring managers, recruiters, and HR specialists can work in concert to ensure a smooth candidate pipeline from requisition creation through onboarding.

Request a demo to discover more ways in which HRA’s Recruiting & ATS platform can help your recruiting team improve performance and enhance the candidate experience.