Category: Blog

AI technology is rapidly changing the recruitment process. Have you been able to keep up?

Modern  recruitment relies heavily on  a comprehensive talent acquisition solution to move smoothly from finding potential candidates to bringing them on board. Applicant tracking alone isn’t enough to pull ahead and secure the best talent for your company.

Recruiters have begun leveraging  talent intelligence platforms to take hiring processes and outcomes leaps and bounds ahead of basic ATS solutions. The AI-powered drive of advanced talent intelligence platforms makes it possible to target, acquire, supplement, and secure qualified candidates.

We’ll share with you what makes these platforms so valuable and how you can use them to improve your hiring processes and scale your recruiting success.

The Advantages of Talent Intelligence

Talent acquisition is a skill that recruiters have honed for decades. Today, top recruiters use highly intelligent platforms powered by AI to save time and resources while focusing on more effective areas outside of sourcing and sorting candidates.

Talent intelligence platforms simplify and strengthen how applicants are sourced and tracked throughout the hiring process. By combining internal and external data, you can use these platforms to more deeply examine the talent pool.

But AI does more than just gather facts about applicants. It also uses intelligent learning to review job titles and related skills to find the strongest matches. This type of AI matching goes beyond the standard ATS to dynamically evolve with the job market and available talent.

Applicant Tracking: Just One Part of the Picture

Recruiters already working with ATS may wonder why they would also need a talent intelligence platform. Will it make a marked difference?

ATS is rarely sufficient for hiring when used as a stand-alone system. While it may meet some of your needs, you can unlock its full potential to save time and money with faster, diverse hires.

 

4 Benefits of Talent Intelligence Platforms

The value of employing a talent intelligence platform cannot be understated — the benefits of will remodel your team’s processes and expectations for improved success.

1. Intelligent Candidate Ranking and Matching

AI-driven searches, filters, and screening ensure you’re finding the right fit as the talent intelligence platform sources candidates. While an applicant tracking system sets up data sourcing and stores applicant records, it fails to provide high-quality tools for searching.

Your recruitment outcomes can be vastly improved by enabling AI-driven searches through a talent intelligence platform. Context-informed ranking and indexing of candidate profiles highlights top options and potential fits beyond what a basic keyword search would provide.

2. Deepen Candidate Connection

Filling just one job opening can mean you review dozens of applicants. Even once you find the right fit, you’ve discovered and screened many other strong candidates. Those not hired may not be what your team is seeking right now, but what about in the future?

It’s possible to keep tabs by engaging with these potential hires through a talent intelligence platform. Letting strong applicants go without further engagement is a waste of your recruitment resources. Empowering that data with AI-driven searches and skill checks will ensure you can source from this pool in the future.

Nurturing these connections empowers candidates to push forward and grow into your company. You may even want to create a branded career portal where applicants can be held in a talent pool for faster, more effective candidate sourcing during future job hunts.

3. Better Managed Applications and Resume Submissions

A talent intelligence system enables interest, skill, and context-based searches. AI learns from your previous hires and data to accurately screen, rank, and schedule talent searches.

4. Automate Time-Consuming Activities

Recruiters like you should be spending more time doing what you do best. This means more time spent with potential employees, figuring out where they fit with the company and who will spark the most growth. It also means less time devoted to repetitive activities that would work just as efficiently, if not more so, with less recruiter involvement.

These are just a few ways that a talent intelligence platform can give you more time by handling tasks that must be repeated regularly:

• Updating previous applicant information to be current through public data searches
• Reaching out to past candidates and find out when they’re seeking new opportunities
• Searching other systems used within your company to update job openings, skill sets, and other important data without the usual database limitations

The Takeaway: Where Talent Acquisition Improves Hiring

Chances are that AI-powered talent intelligence integrations with your applicant tracking system will take your hiring process above and beyond current expectations.

Stop struggling with the same problems over and over again. Look to these talent acquisition solutions today:

• Visualize job openings and potential candidates in smarter, more transparent ways to find hires faster with better long-term outcomes
• Keep in touch with past candidates to foster an environment of support and growth through repeated engagements
• Improve your productivity through context-driven matching and ranking systems — these tools enable faster, more confident candidate shortlisting
• Create a robust talent acquisition pipeline that doesn’t stop at a single hire — grow it into a dynamic hiring process with higher success rates

Get Started With Intelligent Talent Acquisition

Are you ready to rapidly find the talent your business needs without wasting essential resources?

It’s time to see what a talent intelligence platform can do for you. Contact Oorwin today to find out how you can improve the way you source, sort, process, and hire the best candidates.

Schedule a demo to see these benefits in action.

 

Recruitment has always had its challenges. It is expensive, time-consuming, and it can be hard to find the right candidate with the right skills for open positions. However, your team can get ahead of the curve using the latest AI technology throughout the recruitment process to find, screen, and secure the best talent in your industry. 

We’ll share with you how to develop your recruitment process to save time and resources while using advantageous AI methods to discover talent that might otherwise go unnoticed. You’ll learn how AI is transforming and enhancing the recruitment process, so you’re getting the best talent in a systematic way.

Why You Should Enhance Recruitment Efforts with AI

You already know that recruiting is difficult. Rather than repeatedly trying the same thing, it’s time to revolutionize your recruitment process with AI. Every aspect of recruiting improves with updated processes, but these are the most significant benefits you’ll see.

• Improve Recruitment Process Efficiency

AI-powered candidate sourcing allows you to integrate your keywords and ideal candidate match points with its search tools. 

As the applicant tracking system searches social platforms, job boards, and other integrated sites, it will pull the top candidates for further screening and review. This allows faster sourcing and overall process efficiency improvement.

• Improve Job Acceptance Rates

Even when you find the perfect candidate, they don’t always accept the position. Many recent hires state that transparent communication and a straightforward recruitment process helped them decide to come on board. 

AI recruiting tools enable you to deliver this experience to all candidates and hire more excellent talent through fast and automated updates.

• Increase Team Diversity and Inclusion

Artificial intelligence tracks data from all candidate sourcing and recruitment efforts. You can reduce the effects of human bias in your recruitment process by setting specific hiring metrics and reviewing aggregated data through AI-powered tools. 

Additionally, you can utilize automated candidate matching to align internal and talent pool individuals with potential positions to round out teams.

• Stand Out in the Job Market

The best candidate for any open position will likely be selective about what job they accept. Modern applicant tracking systems powered by AI recruiting tools ensure you quickly connect with top-qualified candidates to link them with the right jobs. 

Finding candidates faster through this process ensures you stand out as an early option and get ahead of other companies.

How AI Helps Through Every Step of the Recruitment Process

Recruitment is a challenging part of business, but it doesn’t have to be. Using AI tools to improve your recruitment process at every point will grant you the benefits discussed above.

Step 1: Preparing to Hire New Talent

As you prepare to hire new talent, you’ll be working to define the perfect candidate, decide how to find that candidate, and determine what metrics you will use to gauge their fit with your position. There are many factors in play between “hard” metrics like experience and “soft” ones like culture fit.

AI-powered predictive analytics will help your team set realistic expectations for your market, positions, and business needs. From assessing the probability of finding a candidate to determining a competitive salary for the job, AI-enabled tools help begin the recruitment process.

Step 2: Sourcing Talent

Sourcing talent is often time-consuming and expensive as recruitment teams want to find as many candidates as possible. This is one of the most intensely improved areas when implementing artificial intelligence in your recruiting process.

AI-powered tools harvest resumes from popular job boards while also searching talent pools internally for ideal candidates. Intelligent matching highlights similar candidates to those already selected, and the smart ranking also ensures no experience options are missed.

Step 3: Screening Candidates

Not every applicant is going to be a good fit for your position. Screening, especially with many applications, is labor- and time-intensive. However, it’s an essential and critical part of recruitment, so it’s hard to imagine how to further streamline this process.

Patience and interviews will be necessary, but AI-enabled screening can jumpstart the process. ATS tools in the Oorwin system rank candidates by your chosen metrics such as skills or experience. 

You also have the option to enable AI chatbots that pre-screen potential matches, further eliminating candidates that don’t fit your business needs. With AI-powered matching your team screen and rank candidates more efficiently than ever before.

Step 4: Selecting Qualified Candidates

Interviewing all potential candidates is next, once you’ve narrowed down your list. Resumes only reveal part of the story – your next job is to determine if their skills, experience, and characteristics make them an appropriate hire for the open position.

While interviewers need to be insightful with their questioning and analysis of each candidate, enhanced technology can still assist in this process. Customized applicant tracking workflows enable your team to set up guidelines for your recruitment process so the streamlined experience doesn’t leave anything to fall through the cracks.

Step 5: Hiring Top Talent

Finally, you’ll want to hire the best fit for the position. All the effort put into sourcing, screening, and selecting applicants will not go unused. 

AI-enabled recruitment tools monitor these selections and which metrics were most important, allowing the recruitment process to improve each and every time a new hire occurs.

Step 6: Onboarding Your New Hires

Onboarding new hires includes orientation, training, integration with the team, and much more. Every organization should have a detailed onboarding process, which can be included in your customized recruitment workflow.

 

Recruitment cannot be successful if these hires quickly leave their new positions. The information learned through the recruitment process should be tracked and applied appropriately during onboarding.

 

AI-powered search tools allow recruitment teams to quickly apply anonymous feedback gathered from applicants and new hires. Don’t miss out on this chance for constant improvement.

Start Saving With AI Today

Recruitment is critical to success. Failing to improve the recruitment process with modern technology creates a money pit filled with labor and lost profits. Improving the hiring process compels candidates to choose your company in a competitive job market. Why let resources go to waste?

Be smart with AI-powered recruitment tools. Request a demo with Oorwin today to see how we can help you customize a complete Applicant Tracking System for your recruitment needs.

Social media is a great way to interact with friends and family. But it is also a valuable recruiting tool. In fact, 92% of employers comb through social platforms to find new employees. As social media platforms have become more popular for recruitment, recruiters are finding it an effective way to get their jobs in front of more candidates. This allows them to explore new recruitment avenues.

Are you ready to get social? Let’s look at the power of social recruiting,  and discover how leveraging a talent intelligence platform can take your social recruitment efforts to the next level. 

What is Social Recruiting?

Social recruiting is the process of sourcing or recruiting candidates through social media platforms like Facebook, Twitter, LinkedIn, etc. This talent acquisition strategy treats social media profiles like talent ads or databases. Social recruiting is also known as social hiring, social recruitment, or social media recruitment. 

In recent years, this modern recruitment strategy has gained popularity among recruiters and job-seekers:

• 56% of job seekers and 60% of recruiters use professional social networks. 
• 62% of job seekers use social media channels to evaluate the employer brand of a company
• 49% of professionals are following companies on social media with the intent to stay aware of their jobs.

What Are the Benefits of Leveraging Social Media for Recruitment?

Social recruiting is an excellent way to expand your search beyond traditional job boards. Social media’s ease of use and popularity also makes it easy for your followers to share open positions with their networks. It also is a great way to increase your company’s visibility and emphasize your company culture via photos, videos, or employee interviews. Social recruiting has several other benefits for recruiters: 

• It allows you to reach passive candidates who aren’t active on job boards. 
• You can establish a personal connection with candidates. 
• Easily share information about your organization and current job openings. 
• Source targeted candidates with lesser cost and faster time when compared to traditional methods (like TV, newspapers, radio ads, etc.). 
• Lower your recruiting costs. Social recruiting is incredibly cost-effective when compared with traditional recruiting methods.

7 Social Recruiting Best Practices

Every company decides on its own social media recruitment strategy based on its employment requirements. But, here are a few best practices that will ensure you are maximizing your social recruiting strategy:  

1. Make sure to engage with your potential candidates and respond to them in a personalized manner. 
2. Implement various types of content on different platforms. For example, Instagram is ideal for employer branding videos, while LinkedIn is ideal for polls. 
3. Highlight company culture through your posts. 
4. Research where your ideal candidates spend time and energy. What are their hobbies and interests? This will help you relate to candidates and show that you care. 
5. Encourage your employees to give referrals and share the opportunities in their networks. 
6. Monitor and optimize your social media platforms regularly. 
7. Consistently post on social media platforms to engage your potential candidates. 

What is the Top Social Media Platform for Recruitment?

There are many social media platforms in today’s market. But it is of utmost importance that you choose the right platform to attract job seekers and find the right candidates.

While Twitter, Instagram, and Facebook are great platforms for social recruiting. But career-focused platform LinkedIn is the clear winner. With more than 830 million members and 50 million people searching for open jobs weekly, LinkedIn is a fantastic resource for recruitment.

 

How can a Talent Intelligence Platform help with social recruiting? 

Artificial intelligence (AI) and machine learning (MI) offer many ways to expedite the recruiting process, including AI-candidate search, resume harvesting, and identifying passive candidates. But a talent intelligence platform can also help with social recruiting. Here’s how: 

• Easily integrate with LinkedIn and other social media platforms. 
• Advanced search capabilities store and organize candidate contact information from social profiles quickly. 
• Automated communication tools to keep candidates in the loop every step of the way.

Learn more about the power of a talent intelligence platform by taking a product tour today or contact us on +91-8977801805 / USA: +1877-766-7946 to talk to our product advisors.

It is difficult to reject candidates. But, with such a high volume of applicants, interviewees, and prospective hires, you will likely be faced with the challenge of turning away several candidates each time you open up a new position. Because it is such a common and challenging task, it’s best to plan how to reject candidates professionally and respectfully. 

How to Reject Candidates: 4 Best Practices

Rejecting candidates is not as easy as simply writing an email. It is important to know how to kindly and professionally reject candidates in each phase of the recruitment process. These 4 best practices can help. 

1. Rejecting Candidates in the Application Phase 

Many companies do not notify candidates that their application is not moving forward. However, if you decide to do this, it’s essential to be clear in your rejection email: 

1. Let the candidate know that their application was not accepted. But also thank them for applying and remind them that they are welcome to apply for roles in the future.
2. Avoid same-day rejections. Wait 2-3 days before sending a rejection email to avoid any concern that you did not spend time vetting the candidate. 
3. If you use an Application Tracking System (ATS), make sure you input the correct criteria and audit your system regularly to avoid accidentally rejecting candidates.
4. Automate your email writing process to avoid duplicate or repeat emails. 

For more information on how an Applicant Tracking System can help the hiring process, check out our article on AI-Enabled Candidate Matching. 

2. Rejecting Candidates After the Phone Screen 

If you have decided that the candidate is not a good fit after a phone screen, it’s best to reject them in writing or via phone call within 1-2 days. Be clear about what disqualified them and express appreciation for their time. If the candidate has questions, be sure to answer them. 

When sending your email, make sure to provide actionable feedback. Transparency benefits your employer’s brand and will aid in the professional development of your rejected candidates.

3. Rejecting Candidates After the In-Person Interview 

You have already developed a special relationship with the candidate at the interview stage, and they have interacted with your company several times. Rejecting them in this stage requires extra consideration.

It is best to proceed with a templated email that thanks the candidate for their time and reiterates that they were not selected. Avoid giving them vague commentary that does not explain why they are not moving forward. Instead, focus on constructive feedback that will help them improve their candidacy for future roles. 

4. Rejecting Candidates After an Offer 

It is never an easy task to reject a candidate after you have offered them a job. But it occasionally needs to be done, i.e., after a background check failure. The best way to do this is to let the candidate know via a phone call. Calling the candidate will allow them to ask questions and understand the decision made. 

When rejecting a candidate after an offer, remember that the company’s reputation is also on the line. Therefore, you should justify why you did not select the candidate and how their profile did not meet the job qualifications to receive closure. 

 

Rejecting candidates is never easy. But it is something you will have to do throughout your career. By following these best practices and being transparent with candidates, you can ensure candidates will not be discouraged from applying for future roles within your company.

Learn more about Oorwin’s products by taking a tour today, or contact us at  +91-8977801805 / USA: +1877-766-7946 to talk to our product advisors.

 

As business travel continues to pick back up, companies need to ensure their travel and expense management processes are ready for the demand. Travel and expense management is a process that monitors spending and streamlines the way employees expense work-related costs, like travel or office supplies. 

Traditional travel and expense management once required many messy, tangible documents. But modern tools, like a Human Resources Management System (HRMS), have considerably advanced travel and expense management. 

An HRMS system allows employers to develop expense policies and define the types claimed by employee or employee groups directly in the software. It also handles all recept submissions, while an expense dashboard creates, validates, or rejects them in just a click. Can your HRMS system do all of this? If not, it is time to explore your options. 

10 Features Your HRMS Needs for Travel and Expense Management

Investing in an HRMS is a great way to improve processes and save considerable time. But your HRMS must include the right travel and expense management features, too. Here are a few features to look for in your research: 

• Define expenses day-wise, month-wise, and other options
• An employee self-service portal
• Set your privileges with custom forms
• Add expenses online
• Raise travel requests anytime, anywhere
• Submit travel bills online or offline
• Rich configurations depicted for expenses based on specific criteria
• Easy integrations and reconciliations with various systems

10 Ways HRMS Improves Travel and Expense Management

Managing travel and expenses is challenging, even on a small team. But the right HRMS platform streamlines travel and expense management like never before. It does so in the following ways: 

• Easily manage and track business travel expenses
• Include any employee travel or stay expenses
• Manage employee expenses toward the company
• Generate a complete overview of the expenses
• Manage online any travel or expense requests
• Deliver automatic notifications for any expense requests raised
• Streamline entire expense management to make it more effective
• Receive automatic notifications on the status of reimbursements
• Save overall time
• Increase cost-effectiveness

Discover the Power of Oorwin

Oorwin’s HRMS offers you all the above-mentioned features and much more to give your HR teams an added advantage to streamline your travel and expense management  processes. But the benefits don’t stop there. With Oorwin’s Human Resource Management System you can:

• Increase employee engagement
• Manage and allocate assignments over a single-window with automated reminders, real-time tracking, and easy task generation
• Build a positive workspace culture
• Organize all employee documents in one place with our dynamic folder management with automated expiry reminders for compliance
• Automate the finance operations and invoicing methods based on the countries.
• Improve productivity with modern time cards, timesheet reminders, exportable reports, and built-in OCR to scan invoices
• Digitize the processes from employee onboarding to project completion

As a recruiter, you’re expected to place skilled candidates into roles that match their experience, skill, and background. As a recruiter, you’re also expected to attend meetings and maintain relationships with the company or client you’re hiring for. In addition to that, you’ll need to spend time calling candidates, following up with potential candidates, checking references, collecting documents, and much more. With soo many activities on plate, there are many recruitment challenges one might face.

All this was before the pandemic upturned the way we live and do business. As a result, the way businesses hire has also undergone a dramatic transformation. 2021 brings a whole range of new challenges that recruiters need to be prepared for in order to remain ahead of the curve. In this article, we discuss the six recruitment challenges likely to be faced.

Top 6 Recruitment Challenges 

• Remote Recruitment
• Candidate Experience
• Skills Gap
• Recruitment Skills
• Diversity and Inclusion
• Volatile Market

1. Remote Recruitment

Covid-19 forced most non-essential workers to switch to working from home. Recruiting teams had to quickly adapt, refine processes, and create new ones to make interviewing and hiring work virtually. This will certainly continue into 2021, and possibly beyond, as over 70% of professionals agree that virtual recruiting is becoming the new standard.

With that said, companies who threw together short-term solutions should be working on cleaning up those solutions and optimizing them. Technology must be perfect, and virtual processes must be refined. Then, comes the challenge of humanizing a virtual process, as well as for deciding what should be virtual and what must be in-person.

There are plenty of pros to virtual recruiting. Productivity and connection are made easier by existing tools, like video chat platforms for interviews and applicant tracking systems for online assessments. Communication with your team is simplified via programs like Microsoft Teams and Slack. In fact, technologies like the ones mentioned above are shown to reduce time-to-hire by 50%.

2. Candidate Experience

Creating a positive candidate experience is not a new recruitment challenge, but it is made even more difficult now that it must be done virtually. While tech can help with productivity and time-to-hire, it can also lack a human touch. Impersonal recruiting is a quick way to lose candidate interest, as well as their trust.

For candidates, clarity is the key. Recruiters must be sure to provide timely and accurate outreach, provide complete information so that they feel prepared for assessments and interviews. Know the common technical difficulties, so you can offer solutions. Above all else, be personable and understanding – taking the leap to move jobs during times like these is not easy. Your empathy can make all the difference to a candidate.

3. Skills Gap

Another one of the recruitment challenges we’re seeing is an increase in the skills gap. The growing issue of fast-paced technological advancement and slow traditional education has only been worsened by the pandemic. As the cost of education continues to rise, access to learning these skills becomes more limited.

According to Forbes, “The number of jobs for the top 25% of earners is now higher than it was before the pandemic, while for the bottom quarter — especially in low-wage service sector work — jobs are down by more than 20%.” That means there are more jobs for highly skilled positions than there are candidates who possess those skills – meanwhile, meanwhile, folks lacking those skills are out of work and looking for employment.

As a recruiter, you’ll be sifting through candidates who don’t have the necessary skills for the job. You’ll work twice as hard to attract talent that is skilled. One of the desirable skills that aren’t tech-related is adaptable leadership, with many employees feeling as though they are not equipped to deal with the current rate of change the last year has brought. Finding a leader who is both technically skilled and adaptable is like hitting gold.

4. Recruitment Skills

Just as adaptability is one of the most sought-after skills in candidates, this shift is seen in recruiting trends as well. The volatile market has already affected recruitment teams and will continue to do so.

If you’re currently a recruiter, you’ve probably seen the scope of your job shift and change to fit these unprecedented times – and unfortunately, that isn’t going to end anytime soon. To stay profitable and relevant, businesses must be more agile than ever, and that spills over into every department.

As recruiting teams continue to bridge the gaps within their organizations, they’re expected to add more tools to their repertoire. Diversity and inclusion, personal development, talent pipelining, decision-making, and HR strategy were some of the fastest-growing skills in 2020 for recruiters.

Being able to flex between these skills, while still performing previous job expectations and adapting to a virtual hiring process is all part of being an agile, adaptable recruiter. Moving forward in this article, let us understand the next recruiters’ challenge i.e. Diversity and Inclusion.

5. Diversity and Inclusion

With the racial injustice protests of 2020, demand for equity and inclusion in the workplace is louder than ever. Previously, steps have been made in the right direction in the recruitment industry, but progress has been slow. However, companies are finally accepting that this is an issue they must address.

In fact, 77% of talent professionals agree that diversity will be very important to the culture of recruiting. 47% say that hiring managers are currently not held accountable for interviewing a diverse pool of candidates. As a recruiter, you have the opportunity to set an example and be a catalyst for change.

This change does require buy-in from all stakeholders – no social movement has happened with just one person. In order to drive change, companies will need to plan ahead, make a commitment, and educate recruiters and hiring managers. Discrimination can happen at every stage of recruitment – from application review, phone screening, and job descriptions, to the actual interviews.

By educating recruitment teams, committing to an ongoing review of processes, and actively working to add inclusivity at every level, recruiters can overcome this challenge. Rethink existing hiring processes – diverse interview panels will help recruiters hold each other accountable. Data-based reporting can help keep recruiters on track to their diversity goals.

This pushes into the brand image as well. Companies that posted about diversity in June saw a 24% increase in candidate engagement. People are selectively seeking out companies that are outspoken about empathy, inclusion, and diversity. Next one of the recruitment challenges is the volatile market.

6. Volatile Market

In the recruitment space, there’s always discussion about whether it’s an employer’s market or a candidate’s market. While most assume that the current recession means that it’s an employer’s market, leaning back on this mindset will cause recruiters to miss out on key talent that will bring in and boost revenue.

This recession looks different than those of the past. Many jobs have gone unfilled due to workers avoiding high-risk roles that could potentially put them in contact with Covid-19, according to the Harvard Business Review. In addition to that, jobs are also bouncing back much faster than we typically see in these scenarios. There’s also been a shift of families moving away from the areas with the biggest hiring needs.

Most notably, unemployment rates are peaking, yet job openings continue to remain at unmatched highs. Despite the economic crash, candidates are carefully shopping for jobs – not just taking the first job that comes their way. This is a recruiting trend that we will continue to see, so recruiters must do everything in their power to attract the right talent and retain them, which is no easy feat.

Conclusion

The challenges faced by recruiters have created ripple effects from year to year. As a recruiter, you are likely used to facing recruitment challenges, but now your role is changing more rapidly than ever before. Diversity and inclusion will continue to be the main focus, and you should expect changes from your company to address the issue within the hiring process; you will see companies work on refining the process to ensure it is finetuned for recruiters and candidates alike. With this, we come to an end to this article on the recruitment challenges. Want to find out how Oorwin helps recruiters tackle these challenges head-on? Take a product tour today.

For any organization to scale up, it needs more than just a good plan. It needs human resources to be properly aligned with the organization’s mission and vision. To achieve this alignment, you must leverage a talent intelligence platform equipped with a Human Resource Management System (HRMS). This software solution will play an important role in ensuring your HR team’s processes are more productive, effective, and simplified.

Top 7 Features of an Effective HRMS

It’s true that leveraging HR software can help you increase operational efficiency, allowing your company to focus on growth and expansion. But this is only possible if you choose the right solution with the most innovative features. 

Each HRMS feature must perfectly suit your company’s needs. To help you choose the right solution, we’ve compiled a list of the top HRM solution features.

1. Employee Information Management

A comprehensive HRMS should include a directory of employee profiles with the following details: 

• Demographics and identifying information
• Job title
• Salary
• Banking and tax details
• Insurance plans

Your HRMS should also provide an employee self-service portal to view & update their information. This keeps all employee information as current and easy to access as possible. 

2. Recruitment & Hiring Management

A major perk of an HRMS is the automation of time-consuming hiring tasks. Automated workflows speed up the candidate sourcing, screening, and communication processes, allowing recruiters and human resources teams to hire and onboard new employees quickly.

3. Employee Benefits Management

Managing employee benefits is another important aspect of HRMS. Proper benefits administration for health insurance, life insurance, travel concession management, or any others should be successfully handled with the system.

4. Time & Attendance Management

Automated Time and Attendance helps HR teams in many ways. It saves time and money by eliminating the manual processes involved in attendance. It also automatically tracks each employee’s PTO, sick time, and vacation in one easy-to-access location.

5. Invoice & Expense Management

The beauty of an HRMS is in its automated capabilities. An HRMS system will automatically process invoices and expenses and track all account changes. Built-in OCR abilities easily scan and manage invoices, while QuickBooks integrations expedite and organize all invoice and accounting-related tasks.

6. Learning & Training Management

Regular training and professional development opportunities are an integral part of workforce development. That’s why an HRMS includes learning management systems pre-loaded with educational resources, like professional certification management.

7. Comprehensive Reporting & Analytics

From employee onboarding to retirement or exit, a wide range of reports need to be delivered by the system. Usage of filters and BI tools generates drill-down custom reports that help to inform the organization’s decision.

To maximize your talent management efforts, your system needs to be as comprehensive as possible. Oorwin’s Talent Management Solution provides an  HRMS that includes all these features—and so much more. Learn more about Oorwin’s HRMS platform by requesting a demo today. 

Recruiting is the lifeblood of any staffing organization. It is therefore critical for any staffing business to develop a strategy to consistently attract and retain quality talent while ensuring maximum resource utilization. One of the most effective ways of increasing profitability and staying ahead of the curve is by designing a strategy around the recruitment life cycle.

As such, any effective staffing strategy must include sales, recruitment, and human resource management processes. 

Now, let us take a deep dive into what a recruitment life cycle is and learn how you can leverage it to achieve your business goals.

What is the Recruitment Life Cycle?

The recruitment life cycle is the process that begins with a need or requirement for a candidate and ends when the candidate is successfully hired or placed. It encompasses everything from that first moment that you decide you need a new employee to the process of onboarding your new hire.  

Once we reach the end of the cycle, it starts all over again. This allows your to systematize your hiring process. It also lets you constantly tweak your recruitment process so that you are making fewer mistakes and hiring increasingly outstanding employees. 

The recruitment life cycle is helpful for hiring every single employee. Whether you are looking for part-time employees in your customer service department or your next CEO, this process can maximize your odds of finding that outstanding employee. 

6 Stages of the Recruitment Life Cycle

Now, let’s take an in-depth look at the six stages of the recruitment life cycle. No one stage is more important than the other. Rather, they all work together to help you find and hire great employees. 

When describing these stages, we are going to discuss them in the context of a company trying to fill one open position. That said, you can apply this same process if you are trying to fit multiple positions.

 Recruitment Process Step 1 – Preparation

The first stage of the recruitment process is preparation. In this stage, you are defining the ideal candidate and preparing your search for that ideal candidate. There are plenty of factors that you will want to likely consider.

For one thing, you and your team will need to settle on the skills, education, and experience that are desired for that open position. While this may seem obvious on the surface, it’s important to sit down with your team and agree on the specifics.

Along with these “hard” skills and experiences, you may also be looking for “soft” factors. These can include personal characteristics and other factors that fit in with your company’s culture. Once you have settled on these qualities, you’ll want to write a job description that clearly outlines these requirements.

 Recruitment Process Step 2 – Sourcing

Next is the sourcing stage. Here, you will want to be searching for both active and passive candidates. Candidates can come from anywhere, so you’ll definitely want to cast a wide net.

Some of the places where you can source candidates include your website, social media websites (like LinkedIn), and job boards. Employee referrals are also an outstanding source of potential hires. 

 Recruitment Process Step 3 – Screening

The third stage is screening. This occurs when you have sourced a large number of applicants. You and your team will go through the applicants’ resumes to determine which candidates are qualified.

If you are interested in any applicants, you will likely schedule in-person or phone interviews. While this stage in the recruitment process can be lengthy, it’s important to be patient and add promising candidates to your shortlist.

 Recruitment Process Step 4 – Selecting

Selecting is the fourth stage. This is when you actually interview the candidates. It’s important to remember that a candidate’s CV only reveals so much. You’ll want to ask detailed questions about the candidate’s experience, skills, and knowledge about your company.

Behavioral interview questions can also be insightful. Finally, depending on the position, you may need to conduct reference checks or formal background checks.

 Recruitment Process Step 5 – Hiring

The fifth stage is hiring. At this stage in the recruitment process, you’ll choose the qualified candidate that you want to hire. While this can be difficult, it’s important that you make the decision based on the role you are hiring for.

Once you have made your selection, you will submit a formal offer letter to your candidate. You should also be willing to answer any questions the candidate has before he or she accepts the offer.

 Recruitment Process Step 6 – Onboarding

Finally, onboarding is the sixth stage. Upon the candidate accepting your offer, you will want to start familiarizing him or her with your organization.

This may include everything from a formal orientation and mandatory training programs to an organized lunch with the new hire and their colleagues. Don’t slack on this stage, as it is extremely important to the future success of your new hire.

Tools to Manage the Recruitment Life Cycle

With this background in mind, let’s talk about some helpful tools that can help you manage the recruitment life cycle. You may already have some of these tools in your workflow.

If so, that’s great! You can supplement those tools with others mentioned below. If not, we recommend that you implement the following tools to help you with your work.

To start, you’ll want to invest in a high-quality Applicant Tracking System (ATS). ATS is a helpful tool that can help you manage every part of your recruiting process. For instance, you can easily search through candidates in your database and easily communicate with large groups of applicants. Investing in an ATS is a fabulous idea.

Next, think about investing in candidate search engines. This is more of an active way to find potential candidates in the marketplace. No matter the position that you are trying to fill, these candidate search engines can help you find interesting candidates. From there, you can reach out to those candidates directly.

From there, you’ll want to familiarize yourself with job search engines. Job search engines like Indeed can be great platforms to post your open positions. While we don’t necessarily recommend one job search engine or another, we encourage you to experiment with them. You may find your next great hire from one of these platforms.

Finally, seriously consider creating an internal employee referral system. Studies show that some of the best hires come from referrals from current employees. You can also leverage this benefit—so long as you work to create a referral incentive system. Incentives can be everything from bonuses to some other non-monetary incentive.  – Check G2Crowd top recruitment tools here.

Leveraging the Recruitment Life Cycle

The recruitment life cycle represents just one part of the staffing business. 

As you likely know, most staffing companies have resource pools with a set of skills, experience, qualifications, etc. Each day that a resource pool candidate spends on the bench, the staffing business loses money. 

To ensure full utilization of the source pool, staffing companies must track employee performance, skill shortages, and industry trends.

Staffing businesses need to deploy emerging technologies such as artificial intelligence (AI) that can help them stay competitive and ahead of the curve by offering timely, accurate, and data-backed insights on hiring trends, bench management, skills shortages, and employee performance.

Ultimately, when the recruiting life cycle is effectively dovetailed into your staffing business, it can go a long way in accomplishing all of your strategic goals.

The recruitment life cycle is an essential component of any staffing business. No matter the size of your business, we encourage you to leverage the recruiting life cycle in your day-to-day work. By doing this, you can substantially increase your chances of accomplishing all of your strategic staffing goals.

Oorwin to the Rescue

With an integrated approach to the staffing business, Oorwin helps you maximize profitability effectively dovetailing sales, recruitment, and HR processes.

Want to give Oorwin a try? You can request a product tour here.

Platforms, tools, and systems that help manage the work of an HR department are essential in every company. HRIS, HCM, and HRMS are all excellent HR technologies that companies use for managing recruitment and human resources processes, as well as every other type of people-related activities.

HRIS, HCM, and HRMS are truly useful, but what do they actually mean? How and when to use them? And what if the difference between them?

In this article, we will learn what each of these terms means and why they are beneficial for any company. 

Here’s what you’ll learn in this article:

• HRIS: Human Resource Information System
• HCM: Human Capital Management
• HRMS: Human Resource Management System
• The difference between an HRIS and HRMS system
• The difference between an HRMS and an HCM system
• HRIS vs. HCM vs. HRMS

We will cover these details and help you choose the right one based on your business needs. 

The 4 Top Benefits of using HR software

Employees are the driving force of a company. Managing the recruitment, keeping a database, and continuously improving the company culture based on the team’s feedback is essential in order to build a well-working organization with motivated employees.

Human resources affect every department in a company, and HR software helps to improve all processes. There are many benefits of implementing HR software in your workplace, and here are five of the main ones.

1. Productivity

The most essential benefit that HR software can provide is productivity within the HR department. It helps to automate a huge number of HR functions, such as payroll, benefits administration, absence management, and compensation systems. By doing so, the HR team is able to focus more on other issues like attracting new candidates and employee training strategies.

2. Improving employee experience

A user-friendly and well-designed human resources software helps to engage with employees by providing a clear and transparent system that they can also use. It gives your organization the possibility of avoiding using dozens of different software, as everything is in one place. A structured, smooth, and flexible system improves and experience of the employees in the company.

3. Security

HR systems are cloud-based software that protects the precious data of your employees and provides access from anywhere using your computer or device. Every kind of document can be managed in a human resource platform from knowing who reads what to reducing paperwork.

4. Reduced Errors

As HR software provides the possibility of automating most activities, the probability of making errors is less. With HR software, there are no misplaced decimal points or misspelled names. A human resource software automates the most common processes such as payroll information.

What is HRIS: Human Resource Information System

A human resource information system (HRIS) is a software or an online platform that helps manage most human resources operations of a company, with a focus on people, procedures, and policies.

An HRIS is a data-driven system, that houses master employee data and provides digestible information and insights to the organization. Human resource information systems have an employee database at their center with functional tools to be applied to them.

HRIS is focused on personnel tracking and recruiting but also tracks employee working times and monitors workflows to help the organizations’ development process.

The main features of a human resource information system:

• Database management (employee work permit information and tax data)
• Time and labor management
• Absence management
• Benefits administration and management
• Self-service portals and the possibility of updating personal information 
• Workflows
• Employee interface
• Talent acquisition and retention
• Training and development
• Applicant tracking options
• Automating routine HR actions (holiday requests, review scheduling, feedback collecting, training tracking, performance, and development)

What is HCM: Human Capital Management

Human capital management (HCM) refers to the management of employees in an organization. This type of system suite includes all the features offered by HRIS and adds talent management capabilities to it.

A human capital management system typically provides tools for talent acquisition, talent management, and talent organization to provide ways to better manage HR actions from onboarding to performance tracking, compensation to offboarding.

It holds together different features and tools such as payroll documents, timesheets, productivity analytics – making it easier for companies to organize and track everything employee-related. All in all, HCM can be tailored to each organization to support its activities and actions. Human capital management can also be considered as a strategic approach that contains all the practices, processes, and systems used for people management and development.

The main tools available in an HCM system are: 

1. Workforce acquisition:

   • Covering the entire recruitment process
   • Supporting and managing online recruitment
   • Applicant tracking system (ATS) 
   • Onboarding procedure

   About applicant tracking systems, their benefits, and main features, read our previous article here.

2. Employee management:

   • Time and attendance tracking
   • Performance management
   • Building and developing company culture
   • Managing and optimizing the employee life cycle

3. Talent optimization:

   • Career pathing
   • Competency tracking
   • Succession planning
   • Learning and development, training
   • Budgeting
   • Compensation
   • Employee engagement features.

What is HRMS: Human Resource Management System

Human Resource Management Systems (HRMS) typically offer all the features of an HRIS and also include the capabilities of an HCM. When investing in an HRMS system, you can expect to access everything included in an HRIS and HCM, plus a payroll system and some tools for more efficient labor management.

An HRMS includes the following features:

• Most common features and capabilities of an HRIS and HCM systems
• Automated payroll processing and wage calculations
• Time management
• Labor management

By having a well-built process for time and labor management, organizations can increase their productivity and efficiency. So an HRMS is the most complex software of every HR tool.

What is the difference between an HRIS and HRMS?

HRIS and HRMS systems are very similar in function and means. Most of their features and modules are the same – such as personnel tracking, absence management, training and development management tools, workflows, benefits administration, and recruiting tools. 

Both human resource information systems and human resource management systems automate HR tasks and processes and functions as a summarizing platform for workforce information.

An HRIS or HRMS collects master employee data, such as names, contact details, and social security numbers. These are essential to be collected and safely stored together with payrolls and benefits administration. In short, any HRMS or HRIS serves as the core of HR and workforce data management.

The main difference between the two software is the complexity of the tools they provide. HRIS is more basic, focusing on the most essential details while HRMS is a bit more complex and extended. An HRMS system usually includes all features of an HRIS with additional tools and features. While an HRIS system might be an ideal pick for a smaller company, a modern, well-designed, and user-friendly HRMS incorporates every kind of HR-related software and application, making a more effective flow regarding the HR actions.

What is the difference between an HRMS and HCM?

HRMS is a tool that supports HR actions in an organization by providing a clear and easy-to-use platform to manage recruitment, performance, and administrational tasks.

On the other hand, HCM refers to a management system that covers all HRIS tools and processes under its umbrella, offering a much more expansive functionality than HRIS or HRMS. HCM can also be considered as a strategic approach as it summarizes the combination of different HR software and tools to manage the entire employee life cycle, from developing talent pipelines for future recruitment to offboarding and pensions.

HRIS vs. HCM vs. HRMS

HRIS, HCM, and HRMS systems are very similar in their essence. The most important is that all of them deal with the human resource department, with the workforce or employees, and all related issues and concerns like employment, recruitment, orientation, training and development, payroll and benefits, performance analysis, and other work-related services to the employees.

HRIS and HRMS are the most similar, as they are both software with similar features, one including more complex features than the other. Compared to these, HCM is the most diverse, as it refers to a comprehensive HR software suit.

The borders between HRIS, HRMS, and HCM systems are weak, as many times people use these names as each others’ synonyms. So going through the features and benefits of software before investing in it is essential. The system you choose totally depends on your organization’s needs, size, and goals. Each software helps to be more efficient and productive.

What is more, a human resource management system not only helps your organization manage HR-related tasks but also provides a positive experience to your employees and candidates who’re just about to join your team. Each software provides an easily understandable and user platform that digitally supports the onboarding process and employee management.

Oorwin offers a comprehensive platform for all your recruitment and human resources need with timesheets and expenses analysis, assignment management, and document management. Try our 7 days trial today!

Artificial intelligence. Machine learning. Automation. These are just a few ways technology has helped companies evolve their recruitment process. But despite these advancements, it still takes companies an average of 1-2 months to fill a position. Why? Because employers aren’t implementing an effective candidate engagement process.  

How to Build Your Candidate Engagement Process 

A candidate engagement process is one of the most vital components of recruitment. This process is the hook that will attract qualified candidates to open positions—and motivate them to continue through the recruitment and hiring processes. Here are 5 steps you can take to ensure you are effectively engaging your qualified candidates.

 

1. Define Your Company’s Value Proposition

The first step in engaging your candidates might surprise you. Before you can engage potential hires, you must understand what your company brings to the table. To do this, it’s important to review your company’s values, goals and culture, and develop a unique value proposition for candidates. For many companies this is called their employer brand.  

Once you have a clear understanding of your company’s value, you can effectively communicate this to potential candidates through your employer branding strategy. A solid employer branding strategy includes creating quality content that helps candidates understand what it is like to work for your company. This content should give your candidate insight into your company culture and allow them to envision what their future employment can look like. What’s more engaging than that?

2. Understand Your Candidate’s Needs

To effectively achieve candidate engagement, you must have a clear understanding of who your qualified candidates are and what they need from their future employer. This gives you insight into whether your needs and theirs will align. This step also gives recruiters a clear sense of why a candidate might be looking to leave their current organization. With that valuable information they can tailor the conversation to touch on topics that are unique for each potential hire.  

To truly understand your candidate’s needs, you must…  

• Ask the right questions 
• Identify the alignment between their needs and the role 
• Analyze all of the information you receive, even if it doesn’t seem relevant

3. Empower Your Hiring Managers

When moving through the candidate engagement process, the hiring manager is a crucial member of the recruitment team. They are responsible for working with the team to identify potential candidates and then maintaining relationships with those candidates. To empower your hiring managers, you must ensure they have the resources they need to be successful, and the training to engage with potential candidates effectively.

4. Leverage a Talent Acquisition Solution

If you are serious about candidate engagement, you must implement and leverage a talent acquisition solution. An effective talent acquisition solution will help your HR team to continuously engage candidates with a branded career portal. The right solution will also enable your team to: 

• Readily source and screen candidates with the right fit using intelligent candidate matching and ranking  

• Readily manage your job applicants based on interest and skill 
• Manage resume submissions using applicant tracking 
• Initiate interviews with interview management tools 
• Seamlessly onboard candidates using digital onboarding tools  

By simplifying these processes, you save time and resources that can be used to further engage your candidates and achieve a better understanding of their needs and qualifications. 

5. Automate Your Hiring Process

The final step in building an effective candidate engagement process is to automate your hiring process. You must have solutions in place to seamlessly onboard candidates using digital onboarding tools. This will ensure that candidates experience a simple hiring process, and can be used as a selling point when they are considering multiple opportunities.

For more information on how to improve your candidate engagement process from a singular platform, take a product tour today.