Drive Down the Cost of Recruiting With Technology As the economy continues to rebound, employers are challenged with not only backfilling headcount lost from prior layoffs but are also starting to create and add new positions.
The increase in hiring volume creates greater administrative challenges which are inherent to attract, recruit, retain, and effectively manage top talent. Retaining top talent is vital to organizational success, especially for small and mid-size companies. The realization that manual recruiting processes have become increasingly more inefficient and costly; thus the demand that HR has for process improvement through the use of automation of many of the functions associated with talent management has become apparent. Many HR professionals are now looking to outsource and/or to use an automated talent management systems. The value the systems provide help to easily locate, track, and nurture candidates from the pre-hire to the new hire OnBoarding process. Below is a list of the 5 challenges that employers experience which have motivated them to seek technology solutions for talent management.
The Top 5: Administrative Challenges and Tips for Automating Talent Management
Challenge 1: High time-to-fill metrics have a negative effect on more than just time spent by human resources personnel on the pre-hire process, impacting advertising dollars, candidate engagement, and third-party vendor costs.
Tip 1: Reduce time-to-hire expenses by streamlining workforce planning with integrated job posting, social recruiting, and on-boarding tools available through candidate management software.
Challenge 2: Unorganized or manual recruitment efforts can cause previous high-quality candidates to be overlooked, and key paperwork associated with the application process can be misplaced or lost.
Tip 2: Use a talent management database to optimize your candidate management with a centralized data source, automated application forms, and a standardized system for internal staff to rely on so you never lose track of top talent.
The Top 5: Administrative Challenges and Tips for Automating Talent Management
Challenge 3: Reporting conducted across several non-integrated systems or manual methods can lead to inaccuracies in data that directly affect your daily operations and your bottom line.
Tip 3: Turn to a talent management system to help you track applicant data as well as internal recruiting staff progress to run quick, robust reports on the effectiveness of various campaigns, job boards, sources, and talent groups.
Challenge 4: Manual processes and outsourced recruiting leave room for compliance risks and make it difficult for you to keep track or have access to all of the documentation necessary to the pre-hire process.
Tip 4: Implement an applicant tracking system to increase your return on investment with a searchable talent bench that manages proactive recruiting campaigns while mitigating audit risk and documenting candidate communications.
The Top 5: Administrative Challenges and Tips for Automating Talent Management
Challenge 5: Hiring additional HR support can be a costly and timeconsuming process, and relying on external recruiting agencies offers less control over the process with more pass-through expenses to manage.
Tip 5: Utilize a talent management system to eliminate staffing agency fees, avoid expenses linked to hiring further support, and reduce overall HR expenses with scalable candidate management solutions.
Industry professionals partner with Centripetal as their complete HR outsourcing resource. We are the perfect fit for: • Sales people looking for their next HR opportunity. • Sales managers looking to hire top HR talent. • Employers looking to alleviate the procurement process. • HR Vendors looking to partner with a new opportunity.
Centripetal Consulting Group would like to assist you with any HR decisions you are exploring. Accept our Quick Call proposal below and we will arrange a brief telephone call meeting. If you like what we discuss we will arrange a more in depth meeting at your convenience.
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Amy Grimmer Amy Grimmer is President and Chief Executive Officer of Centripetal Consulting Group. Amy is responsible for driving the strategy and vision of Centripetal’s future. Amy’s experience in the human resource industry in both marketing and development capacities has made her an invaluable resource. She authors many articles relating to HR.
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