Have You Heard Of Recruitment Management Software Used In The Hiring Process?

Recruiters nowadays do not depend on traditional tools of interview for new applicants. With the advancement of technology, the hiring process too has seen an upgrade. New software called the Recruitment Management System (RMS) has been introduced to ease the task of the employer and get more efficiency in the system. This has now become the core of HR activities throughout many professional companies. Recruitment process in larger companies are extremely competitive and involves more than 500 applicants at least. In such cases it is humanly impossible to select each and every candidate by hand. To cater this need various recruitment software have come up who fulfill the need with technological advancement and far more accuracy than a human.

RMS or Recruitment Management System has a wide variety of functions. Some of the roles that the software is involved in is applicant tracking, customer relation management, where the system keeps all applicants notified regarding their status, routine tasks like scheduling an interview date, setting up email reminders and much more. This makes the job of the HR much easier!

Advanced Tech of RMS

RMS or other such recruitment management software make use of algorithms to analyze the applicants or the aspirants applying for a job. The technology may look at individual resumes, identify the key skills and other records to compare what is needed in the particular job requirement. These technologies have built in pattern to identify the most required skill or criteria that the employer wants. It evaluates hundreds of resumes, scans them properly and selects those which is exactly needed.

RMS or Recruitment Management System is utilizing anti-bias technology, this technology removes any influencing factors like gender preferences, social preference, political influence etc. For example, certain organizations may have preference for a particular university or the interviewer can have preference for a certain individual due to its high political connections. Such preferences are omitted by this technology so that the interview process can be fair and just. Also the term’s bosses’ son or bosses’ daughter do not get any preference here.

Benefits of Recruitment Management Software

The software can offer huge benefits to any employer and makes the job of the hiring process much simpler.

·         Improves productivity – traditional methods of hiring involves a lot of paperwork and manual labor where the HR department has to physically read each and every skill to select the best candidate for the position. This often hampers the productivity of the personnel. Using a software in such a place have less dependency on the human factor as 60% of the work is done by the technology.

·         Reduces Time – the most important factor is that it is time saving. Hours of manual labor is done within minutes and the personnel can concentrate on other works of the department. This also in turn increases efficiency of the team.

·         Improves communication – while recruiting it is important on the part of the employer to communicate with candidates properly and have a quick response time. This type of software is equipped with innovative tools like automated email or SMS system, which informs the applicant regarding the status of his or her application.

·         Increases social reach – using recruitment software can enable a recruiter to connect with applicants over social media thereby distributing the hiring process to a wider audience. It will surprise you that Facebook, Twitter and Instagram can bring in some very good applicants who were otherwise not reachable through traditional job posting methods.

·         Allows Streamline Data – when the applicant submissions are huge in number, the employer often finds it difficult to analyze the exact candidates required. In such a scenario software evaluates the resumes and gathers only the relevant data that is applicable to the organization. There are also interesting tools and widgets that allows you see the number of applicants that have viewed your job posting or have applied for the position.

·         Provides Automation – removing the manual aspect of hiring is the major goal of the recruitment management software. An array of tasks are automated and scheduled for particular time and date. There are reminders, auto notifications and much more that simplifies and organizes the entire hiring procedure.

·         Better Candidates – Employer’s also get better and qualified candidates by using this software. Based on the exact criteria and thanks to the automated process, the software is able to identify the best of potential candidates suited for this job.

·         Business Sourcing Strategies – apart from the above benefits, the whole strategy of recruitment process gets an upgrade because of this software. It also helps the HR department to create new and innovative ways for the hiring procedure.

·         Engaging Job Posting – the era of boring newspaper job posting is gone! Through technology employers are now able to advertise for open positions in en engaging way to capture the attention of the job seekers. The software has built in templates that the employer can use for job posting with headings and proper formatting.

·         Available 24x7 – this software will work even when you will not. Technology once set up will keep working in the background unless you stop it. So even in non-working hours the software will keep updating and performing like always.

Conclusion

Overall it can be said that simplification is the main goal of the RMS. These software are user friendly and can easily be operated by anyone. With so much benefits, it is only but natural that an employer makes use of such technology for the growth of the organization as well as improving efficiency in all levels. Even professional websites like LinkedIn use these software to keep a track of those who are registered or have applied for a job. However the software is only to ease the hiring process and not to replace the whole HR team. In spite of many advantages there is still lot that an employer needs to do. These are also used by third parties and offer huge access to job seekers all around the world.