Our ‘ask the expert’ insights with HR & Executive Grapevine has prompted us to explore some of the topics in more detail.
Recently, we looked at the topic of Preparing to Transform Recruitment & HR Systems and Radhika Mitchell, Head of Implementation Services at Eploy, gave some advice and ideas for how to approach this, common mistakes and foolproof ways for success.
In this month’s blog, we will look in more detail at how you can transform Recruitment & HR systems and processes with multiple audiences in mind.
Background to the Recruitment & HR Systems Market
The Recruitment & HR Systems market has evolved and consolidated over recent years. Modern ATS & E-recruitment solutions efficiently handle hiring from job requisition to onboarding with functionally rich software. Meanwhile, many HR software vendors have sought to expand their product breadth by offering basic recruitment capabilities. Regardless of whether you are preparing to transform your systems or processes, it’s vital to consider how it will impact your people.
Recruitment requires the involvement of not just the recruitment team. Hiring managers aren’t hiring every day.
In the 2019-20 UK Candidate Attraction Report, we saw an increase in the number of companies with dedicated Recruiters / Talent Acquisition specialists. However, Hiring Managers and HRBP’s are still very much involved with sourcing and recruiting within all company sizes.
Who are the audiences that form part of the recruitment process?
A good place to start is to define which departments, functions and roles will be impacted by your project. For example:
- Senior Management
- HR
- Recruitment
- Talent Team
- Line/Hiring Managers
- Recruitment Agencies
- Preferred Suppliers
- IT
- Other technology partners
“In my experience, it is essential to include all of these audiences as they all form a key part of your recruitment process. They are also your key stakeholders. Whether they will be directly recruiting themselves, or they want to report on recruitment KPIs, gathering the requirements from all of these groups will mean you truly are transforming your recruitment processes”.
Tip: Complete a stakeholder mapping activity. Think about everyone, however big or small their role is in recruitment, involving them will ensure you get them engaged, and you pitch your engagement with them at the right time and level.
Evaluate what each audience require and grade your current capability, for example,
- Can hiring managers raise requests for new jobs, including creating jobs from a library of approved roles?
- Can recruiters send emails/create email campaigns to nurture talent pools and monitor responses?
- Can HR management monitor and audit that references have been collected for new hires appropriately?
- Are candidates notified at each step of the process, including an invitation to interview?
- Can candidates complete the entire onboarding process online?
We’ve created some handy checklists to help you think about each audience group, grade your current capability, whether you require the capability; or whether it is not necessary. Consider the audience needs - hiring managers, recruitment marketers, HR managers, recruiters and candidates - and how the Recruitment & HR systems and processes transformation will aid each group to provide a unified platform across the recruitment journey.