In the business of recruitment software, we encounter recurring themes in employer complaints about technology in the hiring process. Here we address some of the most common and explain why they’re, well, bunk:-
Recruitment software takes the ‘human’ out of HR
With millions of jobs predicted to be lost to automation, HR is understandably wary of recruitment software, regarding it as the first step on the slippery slope towards a robotic hiring function. That’s bunk. HR software alleviates the burden of chasing a paper trail of candidates and hours spent back tracking to ensure qualified applicants haven’t been overlooked. Sophisticated applicant tracking systems also tag and fast-track employee referrals. Technology frees up valuable time for HR to spend more time on the people side of the business, such as, interview preparation and engaging with talent.
You ‘don’t need mobile recruitment’
Less than half of employers offer candidates the ability to apply for their jobs via a mobile device but it's the method of choice for job searches. Your refusal to engage with HR software with an integrated mobile platform is losing your business talent. Nearly a third of passive candidates check their mobile device first thing in the morning and last thing at night and a fifth check them at work. If your application processes are not mobile friendly that elusive candidate will move on to your competitors’ career sites.
It doesn’t attract the talent your business needs
HR technology is only effective with a clearly defined talent acquisition strategy and positive culture. If you don’t prioritise employee engagement, or understand the importance of the candidate experience, recruitment software will not magically transform your hiring success. It will, however, identify where qualified candidates are dropping out of your pipeline and help you to understand just why your business is failing to attract, hire and retain high achievers.
You don’t need ‘big data’
HR technology provides you with a straightforward first step into the world of recruitment analytics without plunging your business into the expanse of ‘big data’. Which of your applicant sources is bring you the best referrals? How long is it taking you to fill your open vacancies? Data provides ongoing monitoring of your hiring efforts and enables you to evaluate which are the most successful and eliminate the weakest points in your talent acquisition strategy. Every business needs, at a minimum, basic HR technology to create effective hiring processes, believing yours doesn’t is bunk.
It doesn’t prevent bad hires
Recruitment software is your first step towards data driven recruitment decisions that help you to eliminate the risk of a bad hire. However, if you continue to discard what the data is telling you and hire based on ‘gut feeling’, technology cannot help to reduce that risk. Research has proven that objectivity in the hiring process is all but forgotten after hiring managers make their initial assessment. As you gather data on the source and success of your hires, analytics helps to prevent the repetition of poor decision making in the hiring process.
It’s too complicated to understand
Modern applicant tracking software makes it easy to monitor progress of all of your candidates in one place. Applicants are monitored, automated updates are scheduled to maintain engagement, reminders sent prior to interviews and reference checks issued on acceptance of a job offer. It also provides instant visibility of a candidate’s employment experience with your business, making compliance easier too. With minimal training required, modern recruitment software provides a seamless, easy to use experience. Claims that it’s complicated are bunk (or you’re using the wrong HR software).
Overcome your objections to recruitment software with Advorto. Our talent recruitment systems are used by some of the world’s leading organisations to hire better people faster. That's not bunk.
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