The Pros and Cons of HR Software

Technology such as HR software has made huge advances in recent years, with the potential to add efficiency and productivity to the HR department. Recruitment software, or candidate management systems, in particular have improved, and mean that the whole recruitment process can be management online. The candidate journey can be tracked from start to finish.

However, as with all new technology, it’s worth considering the pros and cons before deciding to make the change to a new system or process. Here are the top benefits and drawbacks of CMS.

Pros and cons of CMS suites

Benefits

Faster pipelines

CMS can speed up the shortlisting process by almost 50%. As everything is streamlined and actioned from one central point, processes become easier, and with most CMS today you can move from advertising the job to booking the shortlisted candidates for interview. This can all be done online, with the ability to send emails, appointment dates and application forms online.

Better tracking of performance

CMS allows you to carry out A/B testing on recruitment ads as well as easy tracking of which ads perform better in different locations. With continued use, this means you can streamline your recruitment process even further. Customisable templates mean that you can upload new ads without copywriting each time.

Shortlisting improved

It can be easier to shortlist with HR software. Keyword matching, scoring and minimum requirements mean that the software can effectively weed out unqualified candidates before you ever see their CV, saving time that you can use to concentrate on creating a better shortlist and talking to candidates.

Reduces cost-per-hire

In today’s economy, businesses are watching every penny. Many of you will know from harsh experience that HR and recruitment often isn’t considered a profit-making part of the business (even though we all know this isn’t the case). If you’re feeling the squeeze in your department, CMS can reduce the overall cost-per-hire, saving money by increasing productivity and reducing manpower required for each hire.

Reduces HR workload

In many industries, recruitment is an everyday process. Turnover and lack of retention can mean that you never get to the end of that constant recruitment pipeline, and that eats into time you’d prefer to spend on other things. Reducing the time per hire means you can focus on employee engagement and training.

Drawbacks

Impersonal

CMS can be an impersonal mode of recruitment. Since most of the sorting work is done by the software and most appointment booking is done by email, it can be tempting to bring candidates to interview without ever speaking directly to them. This can affect the quality of your shortlist, and also the recruitment experience for the candidate.

Diversity

CMS can cause issues in terms of diversity of recruitment. As the software sorts by keyword or score, there is no personal touch that can ensure a balance of gender, race, ability, sexual orientation and the like. You might find that the original candidate pool was diverse, but the software has unwittingly sorted a shortlist that lacks proper diversity.

Human skills

Nothing beats experience when it comes to recruitment. Years of training and experience, coupled with an instinct for quality, mean that when you look over applications you can probably make good, snap decisions about your shortlist. If the software is doing this on your behalf, the impersonal nature might mean that you’re losing out on quality candidates for interview.

person-woman-desk-laptop

Possibility for manipulation

Candidates are increasingly shrewd in a competitive marketplace. CMS systems can be “gamed” by candidates who have experience of them, or who have done their homework. Using predictable, high-ranking keywords can get them through the door and into that interview slot regardless of their actual suitability.

All of which means you could be missing out on some of the best candidates out there – they’ll never hear from you, because you’ll never see them.

Making the most of HR software

As with most things in the world of recruitment and HR, balance is key. If you decide to use HR software, we’d recommend doing so carefully. Streamline your processes by all means, and follow the candidate journey online – it will increase productivity, and the ability to track is key to shaping recruitment plans and forward planning, particularly for operational departments that rely on you for this.

However, we would advise a human element at every step of the process. Check random samples of unselected CVs, gauge the effectiveness of scoring, and compare the output of the software to your own decision-making to ensure that you know it is working as you need it to.

In the end, HR software is like all technology – when used as a tool to supplement existing processes it can be extremely beneficial in saving time and reducing cost, but don’t depend on it to do your work for you.

If you’d like more information on how we can help you to work with your CMS system to headhunt or shortlist candidates, contact us at Lyndsey@recruitwrite.com.

 

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How to Spot a Bad Employee

Recruiting a new employee can be risky and there’s never any certainty that they will live up to expectations. The performance at interview and references are all you initially have to go on, so it is no wonder that many employees fail to impress! If you are concerned about the performance of a new recruit and are perhaps wondering how to fire an employee, these may be some telltale signs that you are making the right decision.

Always Late

If your new employee is constantly late for work, even if it’s just 5 or 10 minutes here and there; this is not a good sign. A good employee will make sure they turn up on time for work, although there may be the odd exception, whereas a bad employee will be late more often than on time.

Lack of Motivation

You should expect your employees to be ready for work and motivated while they are there and if not, they are not likely to perform well enough to help the business grow. Motivation is important in the workplace and a lack of motivation not only affects performance, but it can also cause other employees to become demotivated. If your employee shows a real lack of motivation, it may be worth considering whether they are right for your business.

Talk Too Much

No one expects workers to spend their entire day working, without lifting their head up to take a breath. However, there is a fine line between a bit of chat and an entire day spent talking about the new series of Big Brother or plans for the weekend. If an employee spends more time talking than doing work, this will not be good for business in the long run and will put others off their work too.

Don’t Help Colleagues

A good employee will support their colleagues. This may include picking up calls, helping with increased workloads or asking if they need a hand if they have spare time on their hands. An employee who is bad for business will only do their own work and won’t show any concern for their colleagues. This will quickly become noticeable to other members of staff and will cause resentment, which will affect the overall levels of morale in the workplace.

Spread Negativity

The right kind of employee will be positive, have a smile on their face and be motivated to achieve their goals. They will meet or exceed their expectations of their role, will be civil to others and won’t cause any disruption. An employee who spreads negativity is bad for the workplace and will probably adversely affect everyone they come in contact with. This is the last thing you want for a healthy, happy workplace!

If you spot these signs in a new employee, it may be time to use an HR consultancy to help provide advice on how to deal with a bad employee.