If you’re in the market for a new HRMS and one of your priorities for automation is recruitment, there is no shortage of features available to you. The question is what to choose when faced with applicant tracking, resume parsing, auto-publication of job advertisements, predictive analytics, and customizable processes. The answer, of course, is it depends on what you need for your specific organization. However, what follows are three features (or sets of linked features) that you may wish to consider if you’re interested in using your HRMS for recruitment.
Social media and links to jobs boards
Social media may have been around for a while now (it won’t be so long before there’s an entire generation that grew up in a social media world) but that doesn’t mean its full potential has been tapped.
You’re looking for the largest possible selection of suitable job candidates, and these days practically everyone is online and signed in. It’s only logical to see the big platforms – Facebook, Twitter, and LinkedIn – as huge pools of potential talent.
The interactions on social media and the community style of engagement used by most brands online mean that you don’t have to wait for a position to become vacant, you can be searching for potential new hires, leveraging online referral systems, and generally setting yourself up as a desirable employer in advance of a recruitment campaign. Essentially, you’re building your employer brand and engaging with your target demographic so that when you do have a vacancy, you have a ready audience of potential applicants waiting in the wings.
Broadening your online scope, an HRMS can be set (or customized) to automatically post that vacancy to internet jobs boards such as SimplyHired, Monster or Glassdoor and your own website’s careers page. Posts on social then direct your community of jobseekers to the right place and… applications.
Compliance with relevant laws and regulations is an obvious must-have with an HRMS, but one that is often forgotten or relegated to the bottom of the requirements list. Maybe it’s taken for granted, or maybe it’s just not sexy enough but it IS essential. It also involves some potential complexity – compliance requirements vary according to territory and country and an international, multi-site organization is likely to be operating across national and legislative boundaries – and is well worth some early consideration.
The key consideration is the avoidance of any discriminatory practices during the hiring process; practices that could leave your business vulnerable to sanctions, legal action or some other brand-damaging complaint. Compliance features built into an HRMS can ensure that your standard communications (including job specifications, invitations to interview, and offer letters) are free of possibly prejudicial wording around race, ethnicity, religion, marital or family status, physical or mental disability, gender, age, and possibly sexual orientation.
Your HRMS should also allow you to gather key hiring data and provide mandatory reports. Such requirements change from country to country (and even state to state) and an HRMS that will automatically handle the issue of compliance can relieve you of a significant administrative burden. To take the US as an example, the relevant federal measures include:
- Job descriptions and advertising must avoid discriminating against persons on the basis of race, color, religion, gender identity, sexual orientation, pregnancy, national origin, or individuals with disabilities (Americans with Disabilities Act and the Civil Rights Act).
- Likewise, discrimination on these grounds must be avoided in the wording and handling of employee references.
- Job offers must similarly be free of discriminatory language (some systems provide standard template letters checked by employment law specialists).
- Employment background checks, while essential for the employer, cannot be carried out without written consent from the new hire (Fair Credit Reporting Act).
There are now two generations that have grown up in a world that includes video games and so it shouldn’t be surprising that games are becoming part and parcel of how we work.
The gamification of HRMS uses game theory and design to better engage with employees and, in this case, future employees. The purpose of this kind of immersive engagement with a brand is to offer an experience that increases interest (and even loyalty) to that brand.
Examples could include:
- quizzes on sector or industry challenges
- company-related information quests
- behavioural tests (general aptitude, problem-solving, decision-making)
- simulated work environments
The idea is to build in an element of fun to the (historically dull) hiring process. However, gamification is not directly a feature of most HRMS but assuming you’re looking to manage your recruitment via the system, it must be able to access the data resulting from all those games. Not only access it but import it, do useful things with it, and better identify strong candidates for your assessment process…
One final word on gamification in recruitment: please tell me only software vendors refer to it as “recruitainment”!
HRMS recruitment modules range from simple applicant tracking systems to fully integrated, feature-stuffed precursors of tomorrow’s workplace. It’s entirely possible that your organization only needs a version of the former and there’s certainly no profit (nor return on investment) for ‘over-purchasing’. However, the current offering of hiring-related automation features is an opportunity for visionary organizations to stay one step ahead of the competition by fine-tuning and enhancing how they discover, assess, and engage with new talent.
Author: Dave Foxall
Bio: Dave has worked as HR Manager for the Ministry of Justice for a number of years, he now shares his expertise on the HRMS software market as a columnist for HRMS World.