Earlier this week we blogged about recruitment technology and whether it was fit for purpose, which sparked a discussion about ‘planning before purchasing’ when it comes to recruitment software.
In our ongoing series on the importance of having a recruitment strategy, we’ve explained how having a defined plan can have a positive impact at all points in the process, and this is equally critical when selecting an IT solution.
During our training sessions with representatives from international brands, we’ve noticed that a frequent complaint revolves around recruitment systems. Gripes range from insufficient capabilities, such as limited CV search functionality, to being quite simply not fit for purpose, creating more problems then it solves. However, more often than not, the problem isn’t so much with the systems themselves, it’s the knowledge (or lack of it) going into the procurement process that’s to blame.
Powerful, expensive systems are regularly bought in advance of actually formulating a strategy or assessing requirements, before being retroactively engineered to suit, with many of the more high-end functions becoming redundant. When put down in writing, this seems like a ludicrous way to install a recruitment solution, doesn’t it? Yet it’s one that we see time and again, and seems to come back to the old adage of ‘you don’t know what you don’t know’ when dealing with a new subject, and it’s only with hindsight that you see where the mistakes were made.
Software should never be viewed as a replacement or panacea for a robust process underpinned by a solid strategy. The best systems augment a developed recruitment information management framework already in place, easing the administrative burden on employees by automating labour-intensive jobs rather than being expected to handle the entire recruitment workflow end-to-end. All too often the system is seen as the answer, but in reality if you have a problem with your recruitment process, automating it will inevitably make it worse and will only escalate the scale of the problem.
We cannot stress enough how crucial it is to gain control and visibility of recruitment activities prior to purchasing software. In simple terms, this means: standardise recruitment policy and processes across the organisation; formalise clear responsibilities at each stage of the process; design and implement your information management framework (to identify and capture key recruitment data); allow a period to test and monitor recruitment and implement tactical improvements. Only when you have this level of control and visibility, and are satisfied with core performance, should you really look to automate the process.
As stressed in our earlier post on the topic, we believe your recruitment strategy should be separate from your HR strategy, and the same applies when selecting your software – it should be recruitment specific. In our experience, the type of all-in-one solution provided in having a recruitment module bolted on to your current HR system provider is a compromise that satisfies very few people. Recruitment modules of larger systems invariably fail to offer the same level functionality that a specialist system will offer.
The other pitfall to avoid is to assume that the big brand systems must provide the best solution – placing misguided faith and comfort in high cost, high profile solutions. Very few organisations display the complex global structures and language challenges that these systems are geared up to cater for, and yet time and again we see organisations who have invested in the highest specification systems, only to use a fragment of their potential and then find they can’t actually extract the data they need (without additional, sizeable charges for configuration).
Ultimately, there is no ‘one size fits all’ IT solution to recruitment, as every company’s requirements are unique, but there are a wide range of bespoke, mid-size solutions available. With a clear understanding of your requirements and a bit of market research, you will be able to find a provider that suits your needs – and discover a recruitment system that really does make your recruiters smile!
To share your thoughts on other elements that make for the best recruitment strategy, get involved in the debate on our Strategic Recruitment Forum on LinkedIn and take the survey now.
