5 Ways You Can Use Technology to Streamline the Staffing Process

5 Ways You Can Use Technology to Streamline the Staffing Process

Staffing Process is not an easy do. Hiring people costs money. However, even if hiring is expensive, having a vacancy could be more costly. Take your annual revenue per employee metric, divide it by the number of working days per year — that’s the daily opportunity cost of leaving a vacant role unfilled.

The opportunity cost is even higher in technology roles, where the average RPE is USD 480,000 but could go up to almost USD 2,000,000. This underscores the importance of hiring in information technology and, consequently, IT staffing solutions. Companies lose money in unrealised potential revenues when they can’t find the right people to fill open roles.

Fortunately for tech companies, there are firms dedicated to providing staffing services to technology companies. Recruitment software and systems, including artificial intelligence, are also part of the recruitment professionals’ arsenal of staffing process tools.

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The Following are the Various ways Technology Can Help you Streamline the Staffing Process:

1. Writing Job Descriptions

Unless you’re Apple, Facebook, Visa, or any of the top technology companies people already want to work for, you have to spend a little more effort crafting your job descriptions.

According to the Open Source Jobs report by the Linux Foundation and edX, 92 per cent of managers surveyed reported a talent shortage. They find it difficult not only to find enough talent but also to hold on to existing talent.

The competition for talented tech employees is fierce, and if you want to fill an open role, you need to get prospects into the recruitment funnel first. To do that, you have to get them interested in applying – and that’s the role of your job advertisement.

You see, your job advertisement is an essential component of recruitment and a necessary tool for “attracting” job candidates in the sourcing stage. Thus, your job description must be sufficiently comprehensive to increase its likelihood of getting relevant exposure yet creative enough to induce qualified candidates to apply.

Some recruitment software systems can help you through their job description creation module. Such systems provide an easy-to-follow template for creating job descriptions. They save you time and ensure you do not forget to include essential details in your job descriptions.

2. Sourcing Candidates:

After crafting your job description, the next thing you need to do is post them on job boards. You want to be on as many relevant job boards as possible, of course, for maximum exposure to qualified candidates.

You can’t simply wait for applicants, however. Remember the opportunity cost of having an unfilled role?

There are recruitment systems that can help automate the search for qualified candidates from job applicant databases. These systems can go through thousands of applicant resumes to flag the specific parameters you set. They will then return a list of potential matches with a summary of the prospects’ most salient qualifications.

Since recruitment systems can go through your own databases, you will benefit from the ability to include past applicants in your pool of potential candidates. These are people you already spoke to and screened before. You have an existing relationship with them, which can save you time.

Some recruitment systems can also proactively engage potential applicants by sending out exploratory messages. This can increase the likelihood of your job description being read by those who might be a good fit for the role.

Also read: What is Qualified Staffing?

3. Managing Candidate Relationships:

Once you get applicants into your recruitment funnel, you need to actively manage your touchpoints with them.

You will need to send them emails, with messages varying with the stage of the application process they’re in. You will also need to schedule interviews and skills assessments, among others. After every encounter, you might also have to provide feedback to keep applicants engaged and reduce drop-off rates.

This is a tremendous task for anyone. Fortunately, there are relationship management systems that you can use to manage this part of the recruitment process. These systems will keep you organised, ensuring you can remain on top of the recruitment process.

Relationship management systems will provide you with comprehensive information about individual candidates and allow you to keep detailed notes on each one. This will ensure you don’t miss out on the most critical information about your applicants.

Even those that have dropped off the pipeline for a current opening should ideally be kept in your relationship management system so you can continue engaging with them through occasional messages. They are still potential candidates for future job openings.

4. Assessing and Interviewing Candidates:

Recruitment software can assist in the creation of written and skills-based assessments. They can also help you grade your applicants’ performances. Moreover, with their powerful algorithms, AI-driven systems can help you assess a candidate’s cultural intelligence, appraise fit, and predict future performance.

Advanced applicant tracking systems can also integrate with your productivity tools, particularly your calendar, messaging and videoconferencing applications. They can keep track of your pipeline activities: phone interviews, video interviews, written exams, and others.

Recruitment software can also automate many processes. They can automatically send invitations to applicants for interviews and assessments you’ve set and send you reminders for them as well. These systems, therefore, help you be more efficient with their fire and forget mechanisms.

5. Gleaning Recruitment Insights:

Of course, you want to know which job descriptions and job boards bring in more candidates, particularly more qualified candidates. You also want to know the demographic characteristics of your applicants — where they are from, which schools they went to and their educational attainment, among others.

It can also be helpful to learn applicant drop-off rates and in which particular part of the pipeline or the funnel applicants lost interest. Other practical insights would be what characteristics your successful applicants have based on your actual recruitment data.

All these and more, you can collect, visualise and analyse using recruitment software. This should help you improve your future recruitment processes for efficiency, efficacy, diversity, and inclusivity.

Technology’s Place in IT Staffing Process Solutions

The competition for talented IT professionals is fierce, and companies must step up to ensure they keep all active roles filled. Companies with open positions effectively lose money every day, and IT companies, with their high RPEs, stand to lose more.

IT companies, therefore, want to fill open positions as quickly as possible. Fortunately, there are IT staffing process companies that specialise in fulfilling IT roles and recruitment systems that streamline the IT staffing process.

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