Being in the HR industry, we get to see what exactly is going on in the talent managment software space. It is true…there are a lot of solutions! Generally speaking, they range from the basic standard recruitment database to full on candidate and employee management solutions. If you are looking for one of these solutions, it is important to keep some things in mind.
Is the functionality too basic/standard that there may be risk of undelivered candidates?
The simple solutions, such as an in-house email-based solution, may be limited by scalability and functionality. Should you grow out of your small business status, your solution may not be able to handle mid-market recruitment volume, leaving you, the end-user, forced to buy a new solution. Further, it could also impact the other end-user's experience: the candidate's. The lacking solution could transpose on to the clarity of the career site. This could in turn make the candidate feel a lack of confidence in the tool's ability to deliver their application and resume effectively, which unfortunately, may make them hesitant to even submit a resume in the first place. Many organizations do take the time to follow-up on submissions, but with the possibility of a resume being flagged as spam, there is a chance that a even the most diligent recruiter might miss the resume of a great candidate.
Your system should not deter the candidate from applying on your career site. The candidate should be able to easily identify a potential position and then, submit their resume and cover letter with confidence.
Are there too many bells and whistles to leverage the Talent Management System effectively?
With the more advanced options, the complexity of the platform can sometimes inhibit the end-user’s (candidate and recruiter!) experience as well. With a talent management system that is cumbersome and full of too many features and fields, candidates may find the application process difficult and confusing to navigate. The extra bells and whistles may also be difficult for you as a recruiter. Paying for unnecessary functionality that’s difficult to mine through…well, that’s just terrible.
These problems could extend into employee management as well. For example, if your employee management site is difficult to peruse and employees are finding that they are unable to easily access their performance stats, they may become disenchanted and not use the portal to its fullest potential.
Keeping the end-user in mind!
When looking for a talent management system, it’s important to find a solution that has both the recruiter and candidate in mind. If you are currently using a talent management system, how intuitive is it to you and the candidate??
When implementing a solution for employee and candidate management, sometimes you may be inclined to choose the tool that works best for the HR representative, but may not be so good for the candidate. But, I promise, there are tools that cover both! A great solution takes into consideration both the needs of the HR rep, as well as the employees and candidates.
Don’t forget: The solution should have an intuitive tracking tool, a layout that quickly displays candidate data, an easy yet comprehensive reporting tool, and an intuitive career/employee site.
Why go for the solution that’s easier for the end-users?
The benefits of such an implementation are numerous. HR representatives will gain greater access to more candidates and therefore, increase the possibilities of finding someone who is the perfect fit for a role. Candidates will have more confidence in their submission, and be more willing to apply. Employees will be able to easily access necessary forms and documents and be better prepared for their experience within your organization.
So what’s the moral of the story? Find a talent management solution that has the end-user in mind! You’ll be happy you did.