Are Large Scale HRIS Failing Recruiters?

Whilst a large scale HRIS (Human Resources Information System) will do a great job overall for an HR department, but the one place they often fail is for recruiters. The technology inherent in them often lags behind that of stand-alone operators, and many are slow and clunky, lacking many of the more sophisticated features of their smaller competitors.

Want to automatically parse data in your talent pool to find candidates relevant for a role?

Want to automatically post roles to any jobs board across the globe with a single click?

Wish you could search all the CV Databases you have access to from a single interface?

Very often you’re out of luck. (Small plug, Pioneering People’s ATS can do all these things and more)

One thing stood out for me recently whilst discussing a problem one of our clients is having with a huge name in the HRIS field. The very specific example we discussed, which I’ll walk you through below, is, for anyone using a broad-scale HRIS system, likely a familiar one.

Their application volumes are very low due to the incredibly clunky and long-winded application process inherent in the system, and it’s significantly impacting recruitment into the business as a result.

As part of the discussions, I decided to walk through their recruitment process.

Candidate Journey

I started at a well-known jobs board. I found a role and clicked apply. It’s important to note that if using Pioneering People this application would be complete. Our integrations with jobs boards are such that we pull all stored data across. Zero candidate drop off. The below steps are all in addition when using some HRIS.

I’m redirected to their Careers site. Fortunately, I’ve landed on the correct role. Sometimes, you just land on a careers page. For the rest, I’ll walk you through this as if I was a job seeker

I must make an account? Didn’t I already make one of these on the jobs board? This is annoying.

Oops, my password doesn’t fit your criteria. Better try again

Wait, now I must leave the page to fish around in my emails? Okay…..

Now I need to sign in again?

Wait, I already uploaded my CV to the jobs board? Why do I need to do it again? I’m job hunting using my mobile phone, I don’t even have it stored on here!

(Around 70% of job searches are done via a mobile device)

More details I’ve already put into the job board I began my search for the role from. This is frustrating to say the least.

I’m going to say I found them directly on their company website. It might mess up their reporting, but it makes me look keen.

Wait, didn’t I already do this?

You get the idea!

The Takeaway

Most candidate attraction involves an investment with a certain form of media. It might be Totaljobs, Indeed or Reed. It might be a niche job board.

Fundamentally, you’re paying to attract applicants. If you’re doing it at scale, that’s likely to run into the tens (if not hundreds) of thousands of pounds. You want as many of those applicants as possible because you’ve paid for them.

Having a lengthy and unwieldy process will lead to a huge drop off in the applications you’ve paid for.

It’s that simple.

I’ve heard people say, ‘if they really wanted to work for us, they’d finish the application’. It’s not that simple. The modern world is fast paced, people have limited time. You may love the company you work for, but they don’t know you yet. You need that initial contact.

People also say “Well, at least this way I’ll cut down on irrelevant applications. That’s true, but you’ll also cut down on great candidates. A good ATS will help you quickly filter the great candidates and make responding to the rest quick and painless. It shouldn’t be an ‘either or’ scenario.

The best way I can think to communicate it is this. Many of you will have sales functions within your organisations. In this scenario, the company is the product and you’re selling the role to the candidates. If someone expressed an interest in buying your product, would you make them spend 30 minutes going through 10 different screens before they could speak to someone?

We work with a lot of organisations that have similar problems. If any of this rings true and is causing you to pull your hair out, always feel free to drop us a line.

Pioneering People