This article is the second article of four in our Human Capital Management Solution series that analyzes the new role data and HR cloud technology plays in human resources and how it’s preparing departments for the future of working.
In my previous post of this series I covered HR cloud technology’s contribution to preparing companies for the future of working. A future that champions culture, collaboration and innovation. In this post, I will cover the role of cloud recruiting technology.
While HR managers already understand that keeping great staff around and attracting new talents is fundamental to the organization’s growth and ability to effectively compete - they also know that recruiting and retaining top talent is easier said than done.
Let’s start with the basics: What is cloud recruiting?
Cloud recruiting is simply using a cloud based application to help you with your recruiting efforts. Cloud based recruiting allows HR personnel to connect their various recruiting platforms to a single application for one single source of talent mining. Like other cloud applications, it’s available across multiple devices— keeping you engaged with the process no matter where you are, so long as you’re connected to the internet.
How can you leverage cloud for recruiting?
Like any business endeavor, building a rock-solid foundation is crucial to the success of Human Resources initiatives. Building an enthusiastic and charismatic workforce is not just about selecting the right people, it’s about creating the right environment for them to excel.
With features like searchable employee and candidate databases, HR cloud technologies like SAP® SuccessFactors are allowing HR Managers to find talents on the market and inside their organization, faster and with better results.
To understand how that’s done, let’s first take a look at a typical recruiting scenario:
HR Manager, Veronica, works for a large fashion retailer. After speaking with her business partner, she sets out to find a Marketing Controller with 3+ years of experience in retail or fashion marketing, at least 2 years of budgeting experience, including P&L and forecasting, and preferably, some experience managing teams. The preferred candidate has a bachelor’s degree in marketing, economics or business administration.
Veronica turns to her favorite major platforms including, Monster, LinkedIn, Glassdoor, InfoJobs and Indeed to post the new job opening.
After the job postings have been made, she starts to receive the responses and feedback from each platform. A staggering number of candidates are flying into her inbox. Without HR cloud technology, Veronica must enter each platform to scan the candidates. And even though they have some built in scanning tools, the process is overwhelmingly manual.
Following the screening and selection of candidates, she finally has roughly five individuals to share with her business partner. She does not recall which platform these candidates came from, and although she uses excel to keep track of all the pertinent data, it is difficult to maintain accuracy given the number of open positions she screens for daily.
The screening process for an experienced hire takes months; Veronica works to coordinate availability, rejections and continue screening additional applicants throughout the entire process. Finally, around 2.5 months after the original job posting – Veronica and her business partners have chosen a candidate.
Like several HR managers, Veronica is using a combination of technology platforms and excel to manage her recruiting efforts. She spends a significant amount of time on the screening process and although she can find the talent, the elapsed time from knowing she has a job to fill – to filling it, is significant and has rippling effects inside her organization, as it scrambles to cover the absence of a key role. So, How can recruiting in the cloud help?
Smart Talent Sourcing
In the digital world of recruiting, it’s almost impossible to manage the amount of job listings and communications needed to establish a quality workforce using excel or separate recruiting platforms alone.
In fact, the International Association of Employment Web Sites reports over 40,000 job employment sites on the internet. On average companies spend about $172 advertising dollars an hour per every new hire and the average vacancy listing is posted for 27.3 days. Weighing the cost benefit for hundreds of these sites is a next to impossible task, and keeping a communication log about these candidates? Even more so.
However, by using HR cloud technology for recruiting, the entire recruiting process can be dramatically optimized both in terms of efficiency and efficacy.
Let's return to the example of Veronica: Using SAP® SuccessFactors cloud for recruiting, Veronica can pool all her candidates by platform onto a single database. She can then set the criteria for the selection process using built in app features, filtering by skills, years of experience, degree and industry. Understanding which platforms generate the most hires or most qualified talents, helps Veronica to determine where to invest her spending for next year.
What's more? With a cloud-based HR application, recruiting KPIs are easier to track, monitor and derive decisions from. Here are some of the KPIs that cloud recruiting helps HR managers monitor more effectively:
Time to hire
By tracking the time a job is listed, to the time a position is filled, HR managers can understand the time it takes to fill critical positions and prepare for annual hiring targets. Although time to hire is a significant metric, the real value comes when HR Managers are able to drill down into the detail by role and department, in order to strategize the hiring process across the enterprise.
Cost per Hire & Applicant source
By integrating the different platforms and platform costs onto a single database, HR managers gain the visibility on the total spend per recruiting cycle and identify which platforms perform best for specific job types. This insight allows them to determine annual spend by platform with higher confidence and more successful, targeted recruiting efforts.
Shorten the Recruiting Cycle While Engaging Candidates
The competition for talent— especially those possessing highly valued skills, is cut-throat. The modern job hunter is much like the new consumer. They require instant gratification and engagement or they’ll venture to more attractive opportunities. Long recruiting cycles can cause companies to lose out on highly qualified applicants due to agonizingly slow response rates.
Take again the example of Veronica. With a cloud based technology, Veronica is using a single database to pool her recruits, thus providing her faster access to newly qualified candidates who match her selection criteria. Meaning that, if the first five candidates don’t work out, she can quickly identify new capable individuals for the position thereby reducing the time lapsed on the recruiting cycle.
The reduction in time it takes to execute the recruiting cycle helps Veronica ensure good talent isn’t left waiting for their next call back- or their first introduction to the company.
Furthermore, with her cloud based software, she can establish the right expectations with her business partner by communicating the average cycle times for filling new and critical positions.
Using cloud technology, every HR department, recruiter and hiring manager is empowered to lay the bricks of their foundation, in a data driven and seamless manner.
Although this is just a glimpse at the power of recruiting in the cloud, it’s hard to ignore the blatant benefits. Cloud recruiting provides the confidence every human resource department requires to not only manage the overwhelming process but to make strategic decisions along the way.
With the implementation of analytics and smart systems, talent acquisition becomes reimagined. Every gear in the recruiting machine becomes more strategic, enabling companies the ability to hire quality talent at a more cost effective and expedient rate.