A lot of attention in the HR space has been dedicated to the shift in recruiting strategy in recent years from the old-school approach of newspaper advertising to recruiting online.
You can’t blame hiring managers for changing their approach. Online recruiting is more cost effective – a study conducted by the Society of Human Resource Management (SHRM) found that the average cost per hire when recruiting online was $377 compared to $3,295 when using a major metro newspaper. Plus, online recruiting is a strategy that results in a better quality applicant – a Direct Employers Association Recruiting Trends survey found that job seekers who apply through niche job boards are eight times the quality of hires made through newspaper ads.
But the benefits of online recruiting don’t stop at sourcing. Businesses are taking notice of the benefits that an integrated, online hiring process – one that spans the lifecycle of the hire from when job seekers apply to when new hires begin working a shift – can provide.
Think of it this way: the quickest distance between two points is a straight line, right? An integrated, online hiring process can take people straight from applying and evaluating, to interviewing and screening, to hiring and onboarding, and finally to training and development. The alternative is a manual hiring process full of detours, extra time and the potential for errors.
By going with the straight-line approach – implementing a full talent management suite – you’ll be able to source applicants online, funnel them into a hiring dashboard to give you line-of-sight into which applicants warrant the most consideration, plan interviews, and view background check and tax credit screening results – all online. Once you’ve hired the best applicant, you can use that same hiring software to auto-populate onboarding paperwork to save time and reduce errors and export all new hires into a training module that will help you hone them into a productive and profitable hourly workforce.
A talent management suite is particularly useful for hiring managers in franchise or large corporate enterprise businesses who hire employees across locations. Not only will the sheer volume of applicants make a paper hiring process unwieldy, but if you rely on regional or general managers to execute your process, you could also end up with inconsistencies in evaluation methods, interview approaches and hiring methods. Not to mention uncertainties over the proper completion and storing of critical onboarding paperwork.
As online recruiting strategies continue to garner attention in the HR field, don’t forget that sourcing applicants is just the first leg of a complex and challenging journey. Learning what technology can do for your hiring process and fully embracing it will give you a straight shot at having a productive (and more profitable) hourly workforce. Save the detours for your next road trip.
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