Technology, Productivity and the Recruitment Professional

Nolan Gray Corporate Recruiting, Products & Technology, Staffing

Research from The Aberdeen Group found the majority of human resources professionals "spend too much time on day-to-day tactical activities," many of which have no direct benefit to their positions or their companies. This is not a matter of poor scheduling but of necessity – the modern working world comes equipped with a huge amount of data for professionals to sort through and manage. Without dedicated solutions to this issue, HR professionals spend a lot of valuable time on scouring data trying to find what they need, whether on paper or digitally. This problem exists throughout the human resources lifecycle, from recruiting new employees to processing retirements, according to The Aberdeen Group.

Recruiting and Data Management
The Aberdeen Group found in a separate report, "HR Trends: It's a Brave New World," that only 32 percent of organizations have standardized HR processes. This applies to recruiting as well as to other HR functions – some recruiters might like to keep track of their prospects in Excel files, while others might still be using paper files, for example. While people's preferences are basically harmless, this fragmented state of recruiting data is not.

Professionals who work in an office where there is no standard procedure for keeping track of recruitment data are likely to spend a significant amount of their time looking for a particular file or fact they need as soon as possible, or trying to coordinate data in order to collaborate with their colleagues. Recruiters are valuable professionals whose work directly impacts the company, and their time is more important than these uses of it would imply.

Technology Solutions for Productivity
Eliminating the need for recruiters to take too much time out of their days managing necessary data can bring a marked increase in overall productivity. A system that offers a consistent, department-wide procedure for tracking applicants can transform the way recruiting works for a company. Recruiters need to spend their time managing relationships with prospects, not data that should be easily available. Recruiting technology that is based on a customer relationship management model makes this even easier, as it is designed to make the increasing consumerization of recruiting easy to participate in. These models are now becoming more prominent in the recruiting space, as an article in Human Resource Executive Online discusses. Recruiting managers should look into acquiring technology of this kind to help their teams achieve as highly as possible.

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