Tim Jubb |

Modern recruitment software is about more than just in house recruitment teams- there are important stakeholders to consider, both external and internal. All stakeholders have very different needs. For example:
- candidates need to be able to quickly apply for positions on any device
-Recruitment Agencies and preferred suppliers need to be able to submit candidates easily and accurately.
-Hiring managers need to be able to quickly review and progress candidates.

So how can you meet the needs of each stakeholder? In this mini blog series we’re addressing the needs of each stakeholder and talking about the key features that might be on their recruitment software checklist.

HR Managers

Human Resource Managers and Directors might not be core users- they probably don't spend day after day hiring talent- but they need access to key information. They need to ensure processes are adhered to, and wouldn’t it be great if recruitment software could save their team some time as well? Now there's a thought.

 Here’s some of the top features that might be on the HR brass checklist.


Traditionally an admin intensive exercise for time-poor HR Managers, candidate pre- boarding and onboarding is one area where HR are usually directly involved in the recruitment process. Modern technology can help to reduce the administrative burden in a number of key ways:

Reference Collection

Whether the responsibility of Recruitment or HR, reference collection can be a pain. A missing reference can prolong the onboarding process and dramatically increase time to hire.

Recruitment software can help to automate the reference collection process. By placing the onus on the candidate to collect references, software can dramatically reduce administrative burden on HR and Recruitment departments.

Contract Creation

In a similar way, automated contracts further reduce administrative burden on HR staff. Once a candidate reaches the offer stage, drawing up contracts is traditionally completed on a case by case basis. And while some customisation may still be neccessary for specific hires- senior executives, for example- by automatically pulling vacancy details into a document, contract creation for standard roles can be completed much faster.

Digital document signing

Using digital document signing software, time to hire and cost of hire can be dramatically reduced. If you are volume hiring, the cost of posting documents such as contracts can rack up quickly. Digitial document signing can replace the need for a daily trip to the post office.

Equal Ops and Compliance

HR often need access to information that allows them to report on Equal Ops information. This ensures that candidate attraction campaigns are inclusive and appeal to a wide range of candidates. Job descriptions can be gender biased, which could result in putting some women off from applying. You can test your job description for free at eploy.co.uk/checkmyjob

Audit trail

In some circumstances, it is important for HR to be able to show a recruitment audit trail. This reaffirms that all company procedures were followed in case questions of misconduct arise. Ensuring HR can respond quickly and reassure candidates that procedures were followed can be a crucial feature in the event of any complaints. In addition, access to audit trails can reassure the C-Suite that processes are being adhered to.
So while HR are unlikely to be core users, their ability to access and use your recruitment software can be really important. Download the HR Management Checklist to get the full list.


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