Software for recruiting frees up your team to focus on strategy encourages collaboration, and eliminates the guesswork. It also reduces the need for third-party recruitment.
Software for recruiting is changing the way companies work. Unfortunately, the team structure isn’t changing, and the role of hiring team leaders remains crucial. However, technology such as Data people allows these roles to function more strategically and improve recruitment workflows.
How does Data people’s recruitment software improve the recruiting workflow?
Our software automates repetitive manual tasks and frees up your team to focus on strategic initiatives. Data people help you break down silos in your hiring team and encourage more collaboration with other departments, such as finance and human resources. In addition, Data people eliminate guesswork and reduce dependency on third-party recruiters.
Fewer repetitive manual tasks with recruitment software
Recruitment software simplifies the recruitment workflow. It automates many tedious tasks that recruiters and hiring managers have to perform.
A scalable recruitment workflow requires seamless integration between all technology platforms. We recommend using an applicant tracking system in India (ATS) as the core of your recruiting tech stack. Any software that you use for recruiting should seamlessly work with it.
Data people can integrate with most major ATS platforms, including Greenhouse, Workday and Smart Recruiters. Integration offers many benefits, including single-sign-on (SSO), one-click syncing jobs between systems, custom templates and links to share and track edits to job descriptions. In addition, collaboration is easy because Data people can also see who is on the hiring teams from your ATS.
Data people make it easy to find the latest style guides and company text, no matter where you are. Things like location and diversity statements are already stored in templates through account wide default settings. As a result, it saves time and ensures consistency across job titles, regardless of who wrote them. It is also easy to change the default wording now and again.
You can create a new job description whenever you want. Duplicating job descriptions already in Data people is a great way to get started. Data people will automatically sync the draft once you are done editing it. Depending on how traffic is going, you can also notify hiring managers and recruiters and invite them directly to edit the job description.
More time for meaningful connection
Nobody goes into recruitment to manage document versions in Google Drive or email hiring managers. Recruitment software has made it possible to do away with this kind of work. Time is more valuable than strategy, and it can lead to meaningful connections.
It’s easier to hire team members than send emails about job descriptions. Instead, they can work together on one document, share highlights, and create a stronger working relationship.
Data people allow you and your team to focus on more strategic initiatives. Data people allow your team to concentrate on human interactions and high-touch moments with candidates. For example, junior recruiters don’t need to be involved in low-level tasks. Instead, they can focus on the more difficult tasks that will help them grow their skills.
More hard data, less instinct
Data science or analytics is now a necessity rather than a luxury in any industry, including recruitment. So even though your recruiters may not be data scientists, you still have the opportunity to benefit from recruitment metrics.
Instead of relying on intuition and anecdotal evidence to make hiring decisions, your team can use recruitment software to build their decisions on real-world data. Recruitment metrics reveal in hard numbers what you couldn’t see before.
Data people have carefully compiled the most important metrics for recruiting and placed them on your dashboard. As a result, your hiring team will be able to view all your jobs, their open dates, the number of applicants they have attracted and any content or language issues that might be hampering their performance.
Your team can track trends and see how candidates perform over time. It will allow you to better target your resources. They can also dig deeper into specific jobs. They can also see if each job attracts enough qualified candidates to make it hire or enough organic and female applicants (i.e., from job boards). It will ensure fairness.
No (or fewer) third-party recruiters
Recruitment team members are internal partners that understand the company’s goals and how they work best. They are brand experts. They are brand experts and, as obvious as it may sound, they are perfectly suited for your company’s recruitment.
A strong candidate pool can save your company money on external recruitment. You can also maintain healthy candidate pools by using Data people’s recruitment analytics suite and writing better job descriptions.
Data people’s language editor allows your hiring team to create job descriptions that are easy to read, which will help you attract qualified candidates. They have industry-standard titles that candidates use in job searches. They don’t lack any unnecessary soft skills, certifications, or degrees, nor do they have a wide experience range. In addition, they use neutral language to attract qualified candidates of all backgrounds.
Data people’s language and recruiting analytics can help your team assess the health of your talent pool and make better, more evidence-based hiring decisions. You can view how each job performs and how all your jobs perform together. To identify potential issues in your talent pipeline, they can assess the performance of candidate sources, content, and language performance.
External help is unnecessary if your talent pipeline is already attracting diverse and qualified candidates naturally. It’s difficult to overstate the savings. An outside recruiter can charge anywhere from 20% to 30% of a starting wage, depending on the job. It could amount to tens of thousands of dollars per job. Companies rely too much on outside recruiters because they are extremely expensive.
Un-siloed recruiting teams
Recruiting is strategic. It deserves a seat at a table. In addition, your organization’s hiring teams can be true partners with other departments, such as finance, human resources, diversity, inclusion (D&I), and the upper management.
Software for recruiting software provides real-world guidance and data to help hiring teams create more effective job descriptions. It also makes it easier for hiring teams to be more efficient and frees them up to focus on strategic initiatives.
In this way, hiring teams can work with HR departments to increase diversity, equity and inclusion and streamline performance reviews using a central job description database. In addition, Data people can be used to help reduce the time-to-fill and overall recruitment spend. They can also use the platform’s multifaceted Salary Estimation function to assist finance and compensation teams.
Recruitment software improving recruiting workflows overall
Spend less time on manual tasks and more time working with hiring managers to create job descriptions. There is less reliance on external recruiters and more in-house recruiting by brand experts.
Software for recruitment allows your teams to work more efficiently and better. It empowers your team as a partner in company strategy. It makes your entire organization stronger.
