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October 24, 2024
Introducing new technology into your recruitment processes can be daunting. There is always the fear that automating any process could end in disaster. And for those working in HR, there is the added fear that these tools could be coming for their jobs.
Thankfully, there is nothing to fear just yet. While SaaS tools might be getting more advanced, they aren’t up to the task of taking jobs just yet. Human insight is still essential in the recruitment process, so HR managers can breathe easy for a while.
Instead of worrying about how SaaS recruitment solutions might change the industry, it’s far more productive to explore the many ways in which you can utilise SaaS recruitment solutions. Harnessing the potential of these solutions can help you to scale your hiring process like never before.
Once you’ve found a routine that works for you, it can be difficult to change things up. But when it comes to increasing your hiring capacity, it often isn’t enough to simply add more candidates into the mix. Eventually, you’ll need to hire more HR professionals to keep up with growth, but this isn’t always in line with company growth objectives.
By using SaaS solutions to bridge the gap, you can increase your hiring potential without putting additional strain on your workers. And don’t worry about SaaS solutions making your hiring efforts appear less human. Candidates won’t notice the difference, and your HR team is more likely to report that they have more time to get to know candidates once they are free from the burden of admin.
Signs that you might be ready to scale your hiring efforts could include:
If your organisation is experiencing considerable growth, you need to know that you’ll be able to source the talent to keep pace. By introducing SaaS solutions into the mix, you can scale your recruitment efforts without stress.
There are a number of ways you can focus your efforts when it comes to SaaS recruitment tools. Thankfully, these tools are completely adaptable to your goals and objectives. In general, organisations will turn to SaaS solutions in order to address the following demands:
These are the most common goals held by companies while trying to scale. Let’s look at how SaaS recruitment solutions could help you to achieve these goals.
When you want to scale your recruitment efforts, you either need to lower your standard to accept more candidates, or you need to increase your recruitment pool. By using technology to cast a wider net, you can avoid having to lower standards in order to meet recruitment targets.
Delays in correspondence can slow down the recruitment process and make it difficult to meet your targets.
Picture this as an example: you set a task for a candidate, but they wait until the weekend to complete it. Your team then has to review the task and get in touch with the candidate to arrange an interview. The candidate is at work so they miss your call. They try to call back after work and leave a message. Your team follows up the following day and misses the candidate again. And this can go on and on for days.
All of this can be solved by simply moving the process online. The candidate can complete the task in their own time, and the system can determine if the candidate should be invited to select an interview time straight away. This removes the need for wasted interactions and frees up the HR managers time to focus on meaningful interactions.
One of the unexpected benefits of a streamlined recruitment process is that you are less likely to miss out on quality candidates because they have found positions with other companies. If you keep the best candidates waiting around for too long, you can expect them to be speaking to other companies.
When candidates are invited to join your organisation, you can simplify the onboarding by simply using the same platform they are already familiar with. You can share contracts, legal documents, company handbooks and training materials to get everyone up to speed before their start date.
By having a cohesive onboarding experience, you can ensure that candidates start their role on a positive note, which can contribute towards improved job satisfaction in the long term. It will also help to boost your reputation as a quality organisation that really cares about its employees.
Technology is available to make life easier, so it’s down to HR managers to decide how best to use it within their organisation. Many fear that it will make their recruitment processes feel robotic and lacking in empathy, but the opposite is often the case.
When HR managers are free from tedious admin work, they can focus on getting to know candidates and supporting new hires and existing employees to the best of their abilities.
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