An evaluation of Candidate Management Systems in regard to recent federal reforms.
Recently, President Obama issued a memorandum on “Improving the Federal Recruiting and Hiring Process”. ERE did a great article about this and when I read it, I couldn’t help but start to break down these problems and see if candidate management solutions would also address them. Let’s investigate just a few of the most common issues and how HR technology solves them.
Candidates complain that the application is too long - What’s the best way to counter this complaint? As a recruiter, it is up to you to acquire these candidates. If they are losing interest in the application; you are potentially losing out on highly-qualified talent.
Solution: Create an online application that can be easily completed in 3 steps. 1. Create a login (this will allow candidates to come back and apply even faster in the future), 2. Enter personal information (First name, Last name, Phone number, E-mail Address), and 3. Upload the resume. Three simple steps! You can also add in pre-screening questions and EEO questions but they are optional and only add minimal time to the process. Candidates are notorious for having limited patience when applying, so the more simple you can make the application process the better.
Candidates never hear back after they apply – The “blackhole” for resumes is essentially an unwelcomed consequence of recruiters with full plates. With that in mind, how can recruiters make sure they are replying to all candidates?
Solution: This too is a very simple issue to resolve. Utilize some sort of Candidate Relationship Management (CRM) tool. For example, some candidate management solutions have advanced CRM tools that allow a recruiter to set up letters in a communication center for virtually every possible circumstance. A recruiter can set up an acknowledgement letter that will be sent directly to the candidate immediately after applying. This letter can have a simple acknowledgement that their resume was received and under review AND/OR can also include the company’s logo, links to learn more about the company, a video about the company and even links to any company social media sites.
With some solutions, recruiters can create letters to inform the candidate if they have been moved to different stages of the hiring process. Recruiters can select multiple candidates to send PERSONALIZED letters to, which only takes a few seconds. In addition to that, candidates can check their status by returning to the company website and logging into the career center. The career center can be set up to display the exact status the candidate is currently in (see below).
You must remember that these candidates are not just candidates but also could be customers of your product. Properly communicating to them helps create a positive view of your company and builds a strong brand that will make your marketing department very happy!
Hiring managers need a pool of qualified candidates not just two or three - We all know, the larger the talent pool, the more likely recruiters are able to source top talent. Building up that talent pool is a task that must be done.
Solution: Some solutions usually offer hiring managers a very simple way to review candidates sent over by recruiters (i.e. logging into simplified platform), and allow the hiring manager to make notes on the candidate and move them along in the process. Recruiters have the ability to filter through candidates and move them to the hiring manager in a matter of seconds. This allows the hiring manager to see as many candidates as they would like and not take time away from their day to day responsibilities.
Yes, it’s true, recruiting in the federal workplace has become a bit more demanding. However, I do believe that with candidate management solutions already capable of automating the recruitment process, there is no need to worry, HR!