Top 5 HR Challenges and their Solutions

It is always a tricky business when it comes to managing people. With the advancement of the digital age, human resource management has become more complex due to the following things: the transparency of social media, the persistence of software updates and the remoteness of international teams. All these things make it extremely difficult for human resource professionals to manage people because they now have to devote additional time, money and effort to attract and retain employees in the organization.

Let us now focus our attention on the different HR challenges in the workplace and the different things that these professionals can do to overcome them.

1. Attracting top talent

As mentioned earlier in the blog, the number one challenge for an HR professional is to attract and retain the best talent. The reason being, it takes lots of commitment, time and hard work. To attract the right talent, it is important to specify the job requirements properly along with job role clarity and specifying the expectations from the selected candidates for the open position. The challenge is that the requirements for the open position keeps on changing and the organizational culture keeps on adapting which makes it very difficult to accomplish the objective of attracting top talent.

How to overcome this HR challenge?

Start by looking at the right online mediums where the job seekers are present. There are different platforms where it is possible for you to stay in contact with top talent segregated on the basis of skills, industry and job level. Visit different job boards to attract the right talent which will give you enough time to screen the candidates.

Once you start the screening candidates, concentrate on whether they are the right fit for your organization and then for the open position. Start looking for small cues that give you confidence that they love learning, are up for a challenge and are comfortable with change. Find out how technologically savvy, they are and how they deal with the feedback.

By focusing on these qualities, you will be able to attract the right talent and create a team of employees who are likely to achieve your business objectives even if they keep on evolving over time.

2. Compliance with employment laws and regulation

It is a constant struggle for HR professionals to keep up to date with the constantly evolving employment laws and regulations in their state and country. There are certain HR professionals who choose to ignore the employment laws by believing that they don’t apply to their business. But, by doing this they are attracting unnecessary lawsuits, audits, or even a big loss for the organization.

How to overcome this HR challenge?

To resolve this challenge, every HR professional irrespective of whether it is a big or small organization needs to ensure that they follow the local, state and federal labor laws to the “t”. There are different laws in the country from hiring practices, wage payment to workplace safety. If you need any resource, visit the U.S. Department of Labor’s Employment Law Guide.

3. Embracing change with grace and ease

It is often said that the only thing that is certain is change. In an organization, change can act as a shapeshifter that can influence the business environment, competitors, customers, and workplace. Irrespective of whether the change affects the management, structure or technology of the organization, humans are always afraid of change because it gives them a feeling of uncertainty and anxiety.

The responsibility of the HR professionals is to ensure that the employees in an organization adapt to the change gracefully, which is one of the most recurring challenges faced by them. The problem is that the HR professionals are not only tasked with the management of employee morale, happiness, and cooperation in the event of a change but also constantly upskilling employees to meet the changing needs of an organization.

How to overcome this HR challenge?

There is no single way to overcome this HR challenge. The best thing that you can do is to effectively communicate with the employees before, during and after the times of change. Warn the employees of an upcoming change so that they get better equipped for the change. Provide training on the hard and soft skills to make employees overcome the fear of change. This way they will feel more secure and capable to embrace change.

4. Developing the leaders for tomorrow

The team leader is the captain of the ship and the performance of the team depends more and less on the leader. There are certain employees who leave the organization due to poor relationships with their direct managers. This makes it extremely critical for an HR professional to develop talented and aspiring leaders.

This is easier said than done. The reason being, grooming current employees for leadership positions does not work, especially when the leaders in the making keep leaving the organization. This is especially a case more often found in the Millennial heavy workforce. This makes it a critical challenge for HR professionals to overcome.

How to overcome this HR challenge?

The best way to overcome this challenge is by providing proper training to the employees with a clear career progression path. This gives an assurance to the employees about their job security and they understand that you value them as employees and see leadership potential in them.

5. Managing a diverse workforce

Today, due to globalization organizations have started to expand their business in different countries and states making it a global affair. Today, organizations have different offices across different countries with a head office. This means more sales and diversified employee experience, ideas, and perspectives.

But, with this diversity, it becomes very difficult for HR professionals to manage diverse cultures in the workplace. The HR professionals need to follow local policies and procedures to create a workplace which is comfortable, warming and free from any conflicts for everyone.

How to overcome this HR challenge?

Organize cultural awareness programs in your organization so that employees can recognize the benefits of diversity like better ideas, innovations and wider candidate reach. It is equally important for you to organize team building exercises so that it gives an opportunity for employees from different cultures to bond with each other so that they can accomplish a common business goal.

Credits @ https://www.talentnow.com/hr-challenges-solutions/

3 Ways of Creating a Paperless HR Department

Summary - Using paper is costing you time and money. But it doesn’t have to be that way. Here are the ways you can make your HR team fully paperless, organized, and efficient and more time-saving. And, with more time to spare, you can focus on staff and retaining that top talent you sourced.

The paperless workplace as a trend is gaining a lot of and a lot of traction. According to a survey conducted by the Society of Human Resource Management (SHRM), seventy-seven of time unit departments have gone paperless, and as a result, the HR department has been reported to become more efficient. From being environmental to being cost-effective every business irrespective of its sizes can get benefitted with this switch from paper and ink to digital and cloud solutions.  But whereas the paperless trend is gaining traction, there’s still much to achieve. If you’re a corporation owner considering on this massive move here are a few simple and practical steps to help you get started.

1.                   Automate your HR processes - Make your workflows, documents, and signatures digital. An automated HR work system will allow you to automate burdensome, manual processes. Take the hiring method, for instance, it is paper intensive and requires loads of approvals. Many time unit advancement systems have a problem and drop interface, so you can easily create or edit a recruitment process at the click of a mouse.

You can additionally convert position descriptions, offer and acceptance letters, and contracts into an electronic format. The system can mechanically route time unit work to managers for approval and send letters to candidates at every stage of the hiring method. Staff and candidates will then read, edit, and sign-off on documents electronically. Applicant Tracking System is one such tool that will help in creating a paperless HR Department.

2.                   Implement Environment-Friendly Systems That Encourage Less Paper Usage - The average employee uses up to 45 sheets of paper every day. Document printing takes up concerning ten % of IT prices in most organizations. And then there are document storage and disposal prices, along with postage and courier expenses (if they need to be shipped). Reducing paper use doesn't solely save on prices and house; there also are large gains in potency. These can be achieved by harnessing the power of the cloud. Transitioning to cloud permits workers to make and access existing documents anytime, anyplace with any device.

3.                   Embrace the HR cloud - The future is the cloud. Many human resources departments are already adopting cloud-based time unit tools to manage and store worker files. The reason is cloud document management systems save everything electronically, giving HR management access to documents anytime, on any of the internets enabled device, and all at in one single place. Cloud storage software like DropBox, as well as Applicant Tracking System (ATS), are making the need for physical file-keeping obsolete.

With savings in time and price, as well as increased document security, your employees, and your business as a whole will benefit from making the switch to a paperless HR department. By following the steps printed on top of, you'll be able to get your document overload in check and become a stronger, a lot of economical Human Resources department which would even increase your employee retention rate.

7 Prominent Benefits of Using an Applicant Tracking System

The U.S. Department of Labor reports that the average amount of time workers stay with a particular employer is 4.6 years. Considering the span of a professional career, 4.6 years is a startlingly short amount of time. Add to that the fact that, among workers 25 to 34 years of age, the figure drops to just 3 years, and it becomes clear why talent sourcing remains a top priority for thriving organizations.

According to a recent DHI Group survey, 74 percent of hiring professionals in 2015 indicate that sourcing talent is more important than it was just a year ago. In the same survey, 45 percent of hiring managers say that the time it takes to fill an open position has increased since last year. When queried as to why it takes longer to fill a position than it previously did, 53 percent of hiring managers listed the reason as an inability to find qualified professionals. The way to meet the challenge presented by the gap left when professionals seek other opportunities is to have a healthy pipeline of qualified professionals ready when a position becomes available. An applicant tracking system is an ideal tool to accomplish this.

It is that time in the recruitment sphere to have streamlined and agile processes that enable recruiters to concentrate and spend more time on what matters the most when it comes to attracting top talent. It is time for recruiters to use an automatic mechanism that assists in digitalizing and centralizing all the information of the candidates in a single platform. It should even assist in conducting an initial screening of the upcoming applications and selecting the best candidates. This can all be achieved with the help of an ingenious applicant tracking system. With the help of an applicant tracking system, it is possible for the recruiters to improve the entire hiring process and ease up most of the pain areas when it comes to hiring and talent acquisition activities.

How Does an ATS Help Staffing Agencies and Recruiters?

An ATS is primarily designed to help with staffing and recruitment. Here’s how:

• It Saves Time – An ATS helps recruiters filter through the waves of talent pouring in without spending extra time on manually screening candidates. It can save about 20% of the time needed for hiring!
• It Saves Energy – Recruiters breathe easy when an ATS does the sifting and sorting for them, and the feeling of “resume overload” is avoided. The software scans and separates top candidates with a grading system, or even custom filters!
• It Saves Money – Investing in a good ATS will greatly cut down the cost of posting job advertisements and agency fees. It also reduces the resources for hiring and recruitment needed within the company.
• It Saves Resources – When you have cloud-based recruitment software set up in your company, your team can work from anywhere and at any time. As long as they have access to the Internet, they could even use their smartphone to work!

If you are still not sure about employing an applicant tracking system for streamlining your recruitment process look at some of the benefits of using an ATS which will surely change your stand and help you make the wise decision.

Frees up your valuable time to concentrate on making hiring decisions

By employing an applicant tracking system you can not only speed up your recruitment process but also save yourself lots of time to concentrate on important tasks. An ATS helps you to automate the publishing of your listing on specific job boards once at a time or send follow up emails on an individual basis. An ATS will help you to automate all these tasks within seconds.

Screens quality resumes in the least possible time

Every recruiter would agree to the fact that it becomes overwhelming for them to manually screen every incoming application for an open position. It has been estimated that each job offer receives on an average 250 applications. It is, therefore, a heavy workload for the recruiters as they have to shortlist 4 to 6 candidates that end up in the face-to-face interview.

An applicant tracking system (ATS) automates this process by initial screening of all the applications with the help of algorithms that match candidates as per the job requirement. Those resumes that do not meet the job requirement are rejected and the rest are ranked according to the qualification for the open position. This ensures that the recruiters do not waste time in screening unsuitable candidates and getting too tired in shortlisting the right resumes.

Promotes collaborative hiring

An applicant tracking system (ATS) comes with amazing features that promote collaborative hiring. It is possible for HR teams to share notes and candidate ratings quickly and easily with other team members of the recruitment team. This makes it easier to take collective decisions where every recruiter in the team has their say. One of the benefits of collaborative hiring for organizations is that it ensures that there is a more diverse and successful hiring team which ensures the hiring of the right talent.

Improves the quality of hire

Using an applicant tracking system (ATS) can improve the quality of hire. There are various reasons for that to happen. For example; with the help of the automated screening of resumes, recruiters can concentrate on getting involved with only talented candidates that are perfect for the open position.

An ATS can automate the administrative tasks of recruiters that gives them enough time to select the right talent. This means that they have enough time to collect more information and make comprehensive assessments of the candidate before taking the final hiring decision.

Creates an efficient workflow for the recruiters

An ATS has all the information pertaining to the candidates in a centralized location and organized in a single platform. This gives enough opportunity for the recruiters to get faster access to the information for the quicker hiring process. It even automates the communication which makes it easier for the recruiters to have quick follow-up and to move the candidate to the next hiring steps. Overall, an applicant tracking system (ATS) ensures recruiters are able to develop and execute a more efficient workflow.

Boosts employer brand

The key to strengthening the employer brand of your organization, it is important to have a consistent and engaging recruitment process. With the help of an ATS, it is possible for you to attract and engage more candidates. With the features like fully integrated career pages in ATS, it is possible for you to impress the candidates and improve your talent pipeline.

Improves the candidate experience

On top of making the hiring process efficient, an applicant tracking system (ATS) ensures that candidates have a positive experience during the hiring process. This is done by providing shorter and easier ways to apply for the open position on mobile devices, having a career page which provides useful information pertaining to open positions that is simple to apply by containing easy search options for the positions and very simple and short application process. Also with the help of email communications, a recruiter can easily send follow-ups to the candidates during the interview process, thereby keeping them in the loop regarding the open position. This way an applicant tracking system improves the candidate experience during the entire hiring process.

Onboarding Aid

After a candidate has been selected for hire, most applicant tracking systems make it easy for companies to transfer information from the application or resume to a new employee file without the need for double entry. This can help to prevent errors and can allow hiring managers to spend their time on more meaningful tasks, like beginning the training process. Seamlessly integrated systems may allow employees to move right from the hiring phase into the onboarding and training phase with ease.

The Bottom Line

With all these advantages in mind, integrating ATS solutions into your hiring processes could help strengthen your recruitment processes and attract and hire quality employees. It is no doubt those organizations that are using this automated software for recruitment purposes are improving their hiring efficiency by making better and faster recruitment. If you are looking for an efficient applicant tracking system (ATS) for your recruitment needs and think no further than TalentNow’s RecruitX. It is a SAAS based ATS product that has been developed specifically for recruitment agencies and staffing companies.

What Does Aging Workforce Mean for Employers?

There is no denying of the fact that global human population is aging steadily and the trend does not appear to be reversible. For different reasons, more and more people across the globe are choosing to have fewer children or foregoing parenthood altogether. This, along with the rising cost of living, diminishing pensions are putting pressure on millions of people to stay in an organization for a longer duration. Compare this with a few decades ago and you will find that these people would have retired by now, but today leaving work is not a realistic option. 

The question now is whether your organization is better prepared for dealing with an aging workforce. Hiring and managing a team of middle-aged workers with families to feed is completely different than bulk hiring for a startup using automated process using an applicant tracking system . There is a need for a shift in mentality when it comes to providing maximum employee satisfaction and productivity to these employees. 

So, the question is where to begin? Before deciding to make any changes, think about the pulse of your organization. Are older people mostly in the authoritative positions or are evenly spread from entry level to senior level positions? Where do they spend most of their time while on the job? Has their performance changed over time? Are they happy? By getting appropriate answers to these questions, you will find out the improvement areas to make your workplace better for older employees. Let us now look at some of the improvements that you can make in your organization:

Promote accessibility

It is never a good idea to wait for a compliant or someone getting injured before implementing the accessibility measures. Accommodate visual and hearing impairments which can be done by adjusting text sizes of the documents or purchasing special headsets etc.

Provide flexible schedules

Older people need to visit doctors as they have some or the other health issues. They also need to take more breaks to rest than younger generations. It is important as an employer to encourage health first notion while on the job. By providing older employees the opportunity to visit doctors for appointments, work reduced hours or even telecommute whenever required will take care of both health and productivity of older employees.

Design attractive benefits package for older employees

It needs to be considered that an employee in their last 60s will have a different health need than an employee in their last 20s. If your organization has not considered by providing a separate attractive benefits package for older employees it is time to think about that impromptu. 

Encourage team cohesion

While certain section in your organization might perceive older generation to be an obstacle, it is a perfect opportunity to inspire cross-pollination of ideas between employees of different generations and backgrounds. It has been researched and found out that diverse teams outperform as diversity creates strength and reduces risk. Try to build an open-minded culture and try to get the maximum out of the diverse work group.

Make the older employees feel valued

It is important to uphold the dignity of the older employees. The truth is, no matter how great your organization might be, certain section of the older employees will always wish they could retire but simply cannot afford to. It can be a very awkward feeling for them to work alongside or report to people half their age and even embarrassing. Always be mindful about the interactions with them. Make them feel valued by showing appreciation for their hard work by including them in social media activities.

Vivek Asrani is a content specialist at Talentnow RecruitX, a world class Applicant Tracking System built for staffing agencies. Vivek writes about the various aspects of recruitment technology.

The Significance of Longevity on Candidate's Resume

Job longevity is one of the key attributes recruiters look for when filtering candidate resumes, either through an Applicant tracking system or manually. The length of time a candidate spends with an organization directly has an effect on their chances of getting a good opportunity in the near future. Over the span of three decades, the terminology of job longevity has changed. Gone are the days when employees used to spend their whole career with a single organization once they completed their education. Today, employees stay in an organization on an average for just over 4 years. The duration is even less for employees aged less than 25, who spend on an average two and a half years working in a single organization. The question is what makes recruiters think about longevity on a candidate’s resume. Let us look at the different things that job longevity can demonstrate to a recruiter :

Commitment

As a recruiter, this is one of the most important things that reflect, when a candidate’s resume showcases longevity. It shows that the candidate will be committed to the role and the organization. This is especially important as the entire hiring process takes time and there are heavy expenses that need to be incurred during the process.

Professional development

A candidate who has spent a long duration in an organization shows that they have gained enough skills in a position that has helped them grow professionally. It shows that the candidate has stayed in an organization and has learned lots of different things that can be useful in your organization.

Reflects right career path

A candidate who has stayed in an organization for a longer duration knows that there is a lot of hard work in order to grow professionally. The long duration reflects that the candidate has the desire to grow and can make the right decision to stick around in the organization even during trying times. This can give you an assurance that the candidate really wants to work for an organization and wants to grow professionally.

Stability in career

Job longevity reflects that the candidate does not jump the ship after every hardship faced in an organization. This goes to show that they have a stable mind and can adapt during trying times, which illustrates the loyalty of the individual.

High performance

A candidate that has stayed in an organization for a longer duration showcases that he/she has performed quite well to be an organization for that long. This also shows that they have a strong work ethic and have set good work standards that can be put to good use in your organization. 

Develop thought leadership

The longer a candidate has been in an organization, the better they are at understanding the industry, business and the role. With time they can demonstrate their leadership skills within the space and share their knowledge. This is not likely to be possible if a candidate has not stayed in an organization for a longer duration. 

Meaningful relationships

Longevity on the resume reflects that the candidate committed to work with a particular individuals and work group thereby developing meaningful relationships with them. This shows that they are a good team player and can adapt to different group dynamics when it comes to committing to a team task.

Accomplishment of long-term goals

Longevity in a candidate’s resumes gives a chance to the recruiters to reflect whether the candidate was able to achieve long-term goals set in an organization. If a candidate has been in an organization for 5, 10 or 15 years, it is important to note where they have taken their career during that particular duration. Have they been promoted, or have received more responsibility that has made them grow in their role? Have they developed their personal brand? Have they become involved in industry associations? These questions will help you dig further into the candidate’s career path which will help you to make a wise hiring decision.

Vivek Asrani is a content specialist at Talentnow RecruitX, a world class Applicant Tracking System built for staffing agencies. Vivek writes about the various aspects of recruitment technology.

Improving Candidate Experience – The Key to Winning The Talent War in 2018

The biggest challenge that recruiters face is the fact that most of the talented candidates they would like to hire are already employed with other organizations. More so in recent times, due to low unemployment rate. According to a report by the U.S. Department of Labor, unemployment rate in the US was 4.1% in January 2018, almost one percent below the “healthy” unemployment rate of 5%.

Traditionally, candidate experience was believed to enhance the reputation of the organization as an employer. But now, when a great number of talented people are already employed, a great candidate experience has become the most important criteria for hiring the right candidate and the key to winning the modern talent war.

But what is a great candidate experience in the current job market? And how different is it from a bad candidate experience?

Great Candidate Experience v/s Bad Candidate Experience

Great Candidate Experience :- 

• Continued communication at each and every stage of the hiring process
• Provides a human element to the hiring process by acknowledging the receipt of job application from candidates
• Gives comprehensive details about the hiring process and alleviates concerns of candidates
• A precise application process that respects the candidate’s time

Bad Candidate Experience :- 

• No communication about the position being filled
• No confirmation of application received
• Poorly written job description that does not give an option to the candidate learn everything about the position being applied for.
• An unnecessarily long application process that drains the candidate

Tips to Improve Candidate Experience in 2018

1. Give precise explanation in your job description

Give clear and accurate explanation in your job related content, including job responsibilities, perks, salary range, company values and benefits. This way you will have the opportunity to pass on the right message to the candidate. Write job descriptions that attract the candidates and will go a long way in providing a positive experience to them. Look at the Glass door job description mentioned below to get a fair idea about the right way to highlight your job description:

 2. Set the right expectations about the recruitment process

According to a research conducted on candidate experience, about 83% candidates say it would greatly improve their overall experience if employers could set expectations about the recruiting process. One way to do that is by clearly stating what your hiring process is going to be in a very transparent manner. Provide resources and tips to the candidates, so that they can understand your hiring process beforehand. For example; Google has a designated career web page that highlights their hiring process, FAQs and the way the organization believes in providing equal opportunities to each and every candidate.

3. Create a world class career site

According to a research conducted on candidate experience, 89% of candidates believe an employer’s career site is important for getting key information that is essential to a great experience. There are several things that you can do to enhance and optimize your career site, like:

• Create an employer branding video that makes your organization stand out
• Include culture photos that showcase the real life experience of working in your organization
• Add a search function
• Make it mobile friendly
• Integrate your ATS
• Always include a Call to Action (CTA)

Please go through these tips to create a world-class career site and learn in detail about these pointers.

4. Make the application process effortless and easy for candidates

It has been observed that most of the job seekers leave the online job application process without completing it due to long descriptions and hard to apply processes. This makes it very important for recruiters to evaluate their application process and try to make it shorter and simpler.

 5. Provide timely response to the candidates

According to a LinkedIn survey, it generally takes 2 to 3 months for candidates to move from application to hire. This is not an ideal situation in a candidate-driven market because top talent typically stays in the market for only a period of about 10 days. Improve the response time by providing timely response within 3 to 5 days from the day of the interview.

6. Continuous communication during the recruiting phase is critical

According to a research conducted on candidate experience, the number 1 frustration during the overall job search is the lack of response from employers. 81% of candidates believe that continuous communication of status updates can have a positive effect on their overall experience. The best way to counter this situation is by creating email campaigns to keep the candidates interested and engaged during the recruiting phase. Develop customized campaigns on the basis of different stages of hiring phase. Use a resourceful recruitment software like Recruitx to send automated emails to save your time in email communication without downgrading the candidate experience.

7. Give appropriate feedback to the candidate after the interview so that they can grow from this experience

Feedback is a way for a candidate to learn about their weak points so that they can improve on the points and ace the interview next time. According to a LinkedIn survey, 94% of the candidates want to receive interview feedback. The best resort to deal with this situation is by ensuring that you provide appropriate feedback to the candidate, even if you decide not to hire them. If you give them a constructive feedback for their rejection, it would make them associate a positive experience with your organization, and in all likelihood, they will reconsider your organization for the future opportunities.

Note:- This article was originally published on – https://www.talentnow.com/improving-candidate-experience-the-key-to-winning-the-talent-war-in-2018/

How can an Integrated ATS, CRM and VMS Help Staffing Companies Expand their Business?

In the highly competitive recruitment industry, staffing companies have to be extremely efficient and fast if they hope to close jobs and win client’s business. Typically, multiple agencies work on the same job and often, with a similar set of potential candidates. So whoever reaches out to these candidates faster and makes client submissions before competitors have the best chance of closing jobs and make some money. And agencies don’t make money for sourcing candidates or for arranging interviews. They only make money when the candidate is successfully boarded by the client.

That is why it’s a mad race to grab the best candidates before others do and recruitment agencies leave no stone unturned to win this race. Most of them use an Applicant Tracking System to optimize their recruitment process and reduce manual tasks so that they can make client submissions faster.

However, for recruitment agencies, an ATS alone is not enough to win client business as an ATS will only help to track candidates in the job pipeline. There are other areas of recruiting a business that can be enhanced only with a deep integration ATS, CRM and VMS.

Let us understand how.

 Applicant Tracking System (ATS)

An ATS assists staffing companies in managing the candidate recruitment in a seamless way. It is a robust, streamlined way to speed up the hiring process and beat the competition. Staffing companies are able to search for multiple candidates within seconds with the help of an ATS, thereby ensuring that you get the best talent within seconds. It also assists them in posting jobs and find qualified candidates through social media platforms. All in all, an ATS can be a key recruitment tool that will assist you in tracking candidates, keep notes of them, schedule interviews, add them to jobs and make client submissions.

Customer Relationship Management (CRM)

Traditionally a CRM is a sales tool that helps salespeople build relationships with client and convert new leads and opportunities to paying customers and business respectively. In the context of staffing business also a CRM has the same role and helps salespeople get more clients on board and acquire more jobs. Typically, staffing companies use a standalone CRM software to take care of this. But what if their ATS itself has a CRM module? It will not only reduce their costs incurred on a separate CRM software but would also integrate better with the ATS, thus driving further efficiency in the recruitment process.

So with an integrated CRM, as soon as a lead is converted into a client it automatically gets transferred to the clients section of the ATS and all the open jobs of the client gets added in the open jobs pool. No manual migration of data, no spreadsheet uploads or downloads! What’s more, recruiters can also get invaluable insights like which salesperson’s clients provided the maximum jobs and in what time and how much did these jobs add to the bottom-line of the business.

Vendor Management System (VMS)

A VMS would assist staffing companies to source candidates from vendors or subcontractors. With the help of a good VMS software, staffing companies have the opportunity to outsource some of the jobs they have to multiple vendors and source more candidates faster. Outsourcing jobs to smaller vendors is a typical phenomenon in the staffing business. But more staffing companies end up using a standalone VMS software. But if their ATS has a VMS module as well, they would be able to manage vendors better and achieve seamless integration with the usual recruitment process.

With an integrated VMS as soon as vendors can automatically get access to jobs assigned to them and all the candidates submitted by them automatically gets added in the job pipeline of the ATS without any additional effort.

Benefits of An Integrated System

As explained above an integrated ATS, CRM and VMS system can result in multiple benefits for professional recruiters and staffing businesses.

Cost Benefit

Normally, when a staffing company uses any of these three software: ATS, CRM, and VMS; they have to purchase this software individually. But when these three are integrated together, it results in cost savings which can be used by the staffing company to expand their business.

Saves Time

When all the three software are integrated together, leads are converted to clients and opportunities to jobs from CRM to ATS seamlessly and automatically, thus saving recruiter’s precious time. Similar efficiency can also be derived from the vendor’s side when they submit candidates for jobs assigned to them.

Access to larger candidate pool

With an integrated VMS, staffing companies can easily expand their recruitment team and take on bigger projects that they would not have been able to take otherwise.

No separate integration required

With an integrated ATS, CRM and VMS staffing companies don’t need to integrate their standalone CRM and/or VMS with their ATS thus saving both time and money.

No data migration required

When you have ATS, CRM and VMS integrated together, there is no need for data migration. All the job and candidate-related data from the CRM and VMS gets migrated automatically to the ATS modules without any additional effort.

Faster Client Submissions

The end result of all the above benefits is that recruiters are able to make client submissions much faster than competition thus maximizing their chances of closing open jobs and earn commissions. Faster client submissions is the single more important determinant of success in the staffing business.

Conclusion

An integrated ATS, CRM and VMS software is the best software solution for a staffing company. It will not only help them in delivering top-notch service in a streamlined manner to both clients and candidates but also give them a definite edge in winning more jobs and expanding their business.

Note :- This article was originally published on – https://www.talentnow.com/can-integrated-ats-crm-vms-help-staffing-companies-expand-business/