Latest analytical software has lent advanced algorithms for Human Resource Management Systems and specifically to modules related to recruitment software, thereby giving it a qualitative edge, and minimizing chances of human error. With the number of aspirants for a job increasing manifold, and the ability of aspirants straddling the extremes of mediocre and highly qualified, the task has become all the more difficult and demanding.
Intuitive not fortuitous
The latest recruitment management software eliminates the need for repeated data entry by humans, thereby eliminating chances of errors. The software imports/captures data from sites, and from social media to build up a database. Similarly, data can be imported from websites of third parties who offer the resumes of prospective candidates. All the data that is captured will then be validated for duplicates.
Grading & Comparison in head hunting
After elimination of duplicates begins the process of comparison. A grading system is adopted for educational qualifications, technical experience etc., The modules are intuitive and work on parameters that are able to assess the suitability of a candidate based for particular job profile. Leaving out only the intangibles and a personality assessment by qualified recruiters or human resources managers, the recruitment software does all the preliminary assessment and gives a list of the eligible candidates. The list comprising details of the eligible candidates are graded from most suitable to least. This option gives the recruiter the luxury of contacting the creamy layer and gradually move down the ladder, in the event of non-availability of a suitable candidate.
Processes & firm offer
Once the decision has been taken to contact the aspirants, the recruitment management software mails the concerned entities, which would include the candidates and the interviewers etc., to schedule an appointment. After the interview is conducted, the decision to hire or search further will be taken. This will help to cut costs and bring onboard the best talent at the right price. The metrics of this method ensures that the recruiter has a lot of information on his fingertips such as the present drawn salary, and expected salary of the aspirants. This helps him to avoid taking a decision in a hurry and choose the right candidate.
Retaining in age of high attrition
The resources are useful for not just hiring a candidate, but also to ensure that the chances of the suitable candidate continuing in the organization are very high. But cutting down on attrition, companies will be able to work as a team and find cohesion. A company with a happy set of employees means better productivity and better growth prospects. Concern for the company and vice versa will only occur when there is all round satisfaction.
Retaining good talent within a company is a tall order. With competition in all sectors and new entrants willing to dole out extra pay to absorb good talent, it is difficult to check attrition. More and more employees are getting lured with the prospects of better pay and perks. Prospects of growth are dangled in front of employees who are willing to take a risk, a leap of faith based on their abilities. Those who possess mediocre qualities stay back without opting for a change.