As per the 20th CEO Survey by PWC in 2017, technology and talent are CEOs’ top two business priorities. With the horizon of human resources getting predominantly tech-based, HR and technology now move hand-in-hand. Hiring quality candidates in a competitive labor market is an absolute challenge. And RMS is here to assist HR managers to overcome those. Here is how RMS helps in recruitment.
RMS – Recruitment Management System
TechTarget says “A recruitment management system (RMS) is a set of tools designed to manage the recruiting process. It may be the most important core human resources (HR) system. Recruiting is competitive, especially for those with high-demand technical skills, and it’s driving interest in sophisticated recruiting systems. These systems are being designed to improve the efficiency of recruiters as well as job seekers.”
As Business.com puts it, Recruitment Management Systems (RMS) and software include a suite of applications to automatically identify, screen, interview, and evaluate job candidates.
RMS is often called by similar names, including “Online Recruitment,” “E-recruitment,” and “Talent Acquisition” (TA) software. It is most often sold as a service now (SaaS), though it is available both as a standalone software package and as a service on private networks. Needless to mention, HR Cloud has taken the world of human resources by storm and RMS is also available on the cloud.
Read more: What is Applicant Tracking System (ATS)?
Features of a Recruitment Management System
- Recruitment Management Systems have Applicant Tracking System (ATS) integrated to manage job posting and applications received. In the era of automation, recruiters can share job posts across multiple job-boards with a single click. Furthermore, keeping track of the applicants and grading them becomes duck soup.
- They contain CMS-type features to keep applicants connected and engaged. 69% of candidates would like improved employer response time.
- Improves communication and collaboration between hiring teams across departments irrespective of their locations.
- Uses Artificial Intelligence and Machine learning to understand the pattern of previous hires, and implement the learning in the recruitment process. This also helps reduce bias.
- Automates routine tasks such as interview scheduling and texting/e-mailing candidates. You can employ chatbots to provide answers to basic questions.
- Includes social media integration options to improve social hiring.
- Has integrated facilities for performing background checks and assessments.
- It offers a centralized database of candidates who have applied for the jobs posted. This also helps later when a similar vacancy comes up again within the organization. A talent pool is already available to look into.
- Provides reports and analytics to assess the effectiveness of recruitment campaigns.
Why RMS is a Necessity – The Benefits
- Shorter time to hire. It takes much less time to screen hundreds of resumes and select the desired profiles. Currently, it takes 27 working days to acquire a new hire.
- 72.8% of employers are having a difficult time finding skilled candidates. RMS improves the quality of hires by filtering applicants based on pre-defined skills and eliminating any instances of bias.
- It allows for better communication between teams and applicants.
- Creates a talent pool for future references.
- Reduces the cost of recruitment.
- It offers improved candidate experience.
- It helps organizations make highly effective business decisions by providing them with insightful reports and analytics data.
While a Recruitment Management System may make it a lot easier for hiring managers and recruiters to get deserving candidates on-board, it also saves a lot of time and labor. This helps the organization to deploy the workforce in more important areas than on redundant tasks such as sifting through resumes. Companies have a lot to gain from investing in HR software when it comes to streamlining their recruitment processes and improving efficiencies.
Read more: What is HR Automation?