If during a quarterly review, the conversation keeps coming back to stagnant placements with the same old excuses, it is likely it is time to hire candidates with a more in depth background check. This means focusing on finding the top talent, for this your hiring team will need the best hiring process for talent acquisition.
While external factors certainly play a role, it’s important to thoroughly examine the company’s internal processes and technology. Could your current recruitment software be hindering your success and wasting valuable time?
Here are six signs that it might be time to upgrade your recruitment technology.
1. Recruitment agencies protest how much time they waste on admin tasks
Recruiters are known for being incredibly busy. Time is money, and they want to maximise efforts on priorities, such as meeting clients and preparing candidates for interviews. To achieve this, the right recruitment software is needed to streamline admin jobs, improve productivity and stay ahead of manual work.
A way to understand what time is allocated to what task is conducting a survey among the team. Time tracking the average number of hours spent on recruitment activities compared to admin tasks each week. This data driven decision provides valuable insights into areas where the best software can significantly support teams, especially small teams where saving time is a main focus.
2. You keep getting caught out on compliance
Failure to follow temporary worker regulations can have serious consequences, including hefty fines and reputational damage. For example, managing compliance for healthcare workers involves thorough checks, generating reports and looking at business needs.
Reducing these risks comes from scrapping existing tools and finding a recruitment software solution. Eclipse recruitment software automates compliance checks, has an applicant tracking system and provides a centralised platform for managing worker information. By upgrading recruitment tools, a company reduces the risk of mistake and ensures all temporary workers are fully compliant before and during their assignments.
3. Recruiters are using Excel during the hiring process
While Excel can be a valuable tool, relying on it for data driven decisions and complex processes can impact the effectiveness of a CRM. Keeping data outside the system undermines the very functions the CRM is designed for: searching, reporting, and analysing recruitment data.
Common reasons for this include:
- Inadequate training: Recruiters may not fully understand the benefits of using a CRM, such as customer feedback and helping the customer support team.
- Lack of perceived value: Recruiters may not recognise the importance of centralising all data within the system. In just a few clicks you are able to access multiple documents alongside saving time, which can be used on manual tasks.
- Poor system configuration: If the recruitment CRM is not configured correctly to meet the specific needs of a particular processes, recruiters may find it inconvenient to use and seek alternative and less efficient, methods.
Addressing the first two issues often involves improved training and communication in the recruitment agency. However, if multiple employees consistently avoid the CRM, it’s a strong indicator that the software is dated and needs upgrading to find top talent and optimise candidate communication.
A thorough review of your CRM’s configuration and functionality is crucial to make sure it aligns with the specific needs for company culture of team members, driving efficiency and productivity.
4. The majority of your placements are 'reactive recruitment'
Treating recruitment software solely as a database limits its true potential. By failing to leverage its capabilities for proactive candidate management, candidate assessments and communication, you become reliant on reactive recruitment strategies. This often translates to a frantic scramble through multiple job boards such as LinkedIn and social media to quickly fill open positions.
With the right recruitment software, you can effectively search and engage with existing talent pools. Your CRM should be your first point of contact when a new position to hire for arises. By proactively reaching out to pre-registered candidates who align with the role, you not only make the hiring decision quicker, but also enhance the candidate experience by demonstrating your agency’s proactive approach to potential candidates receiving an offer letter.
5. Your CRM is a dusty library rather than a bustling resource
Beyond streamlining recruitment processes, your CRM should serve as a valuable tool for building and maintaining strong client relationships, after candidate screening for new users.
If your staff are primarily using the recruitment software as a digital filing cabinet for storing information, they are not fully leveraging its potential.
This could show either insufficient training or a mismatch between your current CRM solution and your specific needs for the recruitment agency.
A comprehensive CRM should enable you to manage client interactions, identify top candidates and talent acquisition and gain valuable insight into candidates needs. This data-driven approach allows you to provide a higher level of service for recruitment, skill based assessments and the hiring process.
6. You don’t have a clear picture of how your hiring team is performing
Inaccurate or incomplete data within your recruitment software makes its reporting and predicitve analytical capabilities useless. Without clean and reliable data, you can’t effectively track team performance or identify key trends within your recruitment agency.
If your recruitment software isn’t providing the data-driven insights you need to make informed decisions, it’s time to evaluate your current system.
Consider these options:
- Improve data quality: Implement stricter data entry protocols and conduct regular data audits to ensure accuracy and completeness to support team members.
- Enhance training: Provide comprehensive training to ensure all employees understand the importance of data accuracy and how to effectively utilise the recruitment CRM and user interface.
- Re-evaluate your CRM: Determine if your current recruitment strategy meets your evolving needs and provides the necessary reporting and analytical capabilities for staffing agencies.
In today’s competitive recruitment landscape, having the right tools is essential for success. While external factors can influence placements, your internal processes and technology also play a critical role.
This blog post has explored six signs that might indicate your recruitment software is hindering your agency’s performance. From time-consuming admin tasks to limited candidate engagement and a lack of data-driven insights, outdated software can hold a recruitment agency back.
By investing in modern recruitment software solutions, you can:
- Empower your recruiters to focus on core activities and focus on workflow.
- Ensure compliance and minimise risks associated with temporary workers.
- Maximise the value of your recruitment CRM by using it for potential candidate nurturing and building strong client relationships.
- Gain valuable insights to track team performance and make informed decisions which benefit candidate experience, as well as your agencies hiring team.
Don’t let outdated software be the reason for stagnant placements. Consider these signs as a prompt to evaluate your recruitment technology and explore how a modern solution can empower your team and propel your recruitment agency’s success.
