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A modern recruitment technology stack (which includes but is not limited to an ATS, recruitment CRM, Candidate and Hiring Manager web portal, Talent Pooling tools and Careers Site integration) is essential to improve how you attract, engage and recruit candidates.
Whether looking to replace an outgrown recruitment system or starting from scratch, before you begin shortlisting providers and creating a wishlist of functionality, set out the critical business objectives you want to address with the help of technology.
Do you want to reduce your cost and time to hire? Improve your quality of hire? Build and nurture your talent pools? Manage volume recruitment?
Set specific SMART objectives, with enough specific details, so you know what you’re measuring, whether it’s achievable, relevant to the business and time-bound, i.e. “Reduce time to hire across the retail division to 14 days by 31st June 2019. Time to hire is defined as: calendar days from the date the vacancy requisition is approved to the date the candidate accepts the offer. ”
Follow these 6 key steps to success... and be sure to access the free resources shown below.
Get stakeholder involvement – Identify your team and key stakeholders – HR, Recruitment, Talent Teams, IT, Marketing and so on. A common issue is getting the project team and numbers right, typically by having too many senior stakeholders involved or the core team balancing the project with their day to day activities.
Become a high performing team - Segment the group into stakeholders, core team and subject matter experts and be clear about their involvement and objectives. Find the right balance between those who want to be involved and those who are needed. Being a high performing team will require excellent communication, commitment, trust, process and results and knowing each members strengths.
Manage your day to day operations - One of the biggest challenges you are likely to encounter will be to keep on track with the day to day while bringing in any new system and process changes. Plan out the work that you will still need to complete alongside the project. Remove tasks that don’t add value, upskill the team, drawing on cross functional skills and if the capacity doesn’t exist, consider what activities can be outsourced or back filled.
Capture your requirements - Think about current processes that work well for you and the ones that don’t. Work closely with your senior stakeholders and core team to keep them fully engaged with the project. Ask them what a perfect process looks and what they expect to get from it. Think about who needs to be responsible for each task in your ideal recruitment process, how will it be performed, recorded and measured. Agree each process and document what was agreed.
Plan for success – Assess risks, consequences and likelihood of occurrence and plan for contingency. Monitor your progress and document actions and results.
Evaluate, learn and improve – It’s essential to evaluate the success of your project after implementation to help drive future change. Has the project delivered what it was intended to? Was it delivered on time and within your budget? Have you seen the business improvements that you expected?
Want to know more? Access the free 46 page e-book for tips and tools to create a candidate centric e-recruitment strategy or download the brochure for more details.
