Due to the fact that recruitment is rarely conducted by one individual and it is likely to have a number of managers involved as well as the HR department, the likelihood of experiencing difficulties with organising staff or the occurrence of human error is high. This is perhaps most harshly felt through education where there are multiple departments all with their own hiring managers, paperwork and procedures.
Furthermore, with staffing issues and without a centralised recruitment process, effectively carrying out some of the tasks needed during recruitment is impossible. To undergo communication tasks such as personalised rejection emails or even shortlisting high volumes of applications, an extra pair of hands is needed. The HR advisor of Huntingdonshire Regional College told us how Vacancy Filler helped their process: “The system has enabled us to manage the whole process online, even the manager’s shortlisting. This has made communicating with candidates very quick and very simple, especially the SMS function”.
Many institutes use outdated systems that inevitably have knock on effects on their employer brand. A smooth application process will reflect well on a company whereas when candidates are confronted with hurdles such as incompatible emails or being unable to download application packs, their interest in applying will fall and their drop off rates will rise.
One of the main benefits to a centralised system is clarity through reporting. The ability to report sheds light on aspects of recruitment such as time per hire, cost per hire and the source of best candidates. In a survey conducted by Vacancy Filler, it was found that 80% of HR professionals that were asked; cited reporting as important, very important or the most important part of the recruitment process.
In regards to reporting, Sarah, the Resourcing and Welfare Officer at Burton and South Derbyshire College spoke about her experience using a manual process compared to using Vacancy Filler’s ATS: “We used to do this manually and having this provided by the system has saved us a fair bit of time. It not only provides us with an audit but also allows us to review how E&D had changed throughout the year.”
The ability to adjust a recruitment strategy to enable it to be as efficient as possible relies on clarity. Jon, the HR Performance & Improvement Advisor at Newcastle-under-Lyme College stated: “the reporting function has given the college complete transparency at any stage in the process of the recruitment activity, resulting in a better managed and more controlled hiring process.”
Recruitment strategies must be tailor made for each individual institution; however this is impossible without an advanced, centralised process. Uniformity and clarity are essential during the recruitment process in order to maintain a healthy employer brand; though without the ability to report, a recruitment effort will stagnate and has no opportunity to evolve.
To find out how a centralised process can help you improve your recruitment strategy and allow for improvement through quality reporting, speak to one of our consultants.