Content of the article
What does the disadvantageous routine of an HR specialist look like…
4 main advantages of digitizing HR processes
1. Higher productivity of recruitment processes
2. Better metrics and more efficient use of data
3. Easier evaluation of candidates
4. Talents that the company would otherwise not have access to
What does the disadvantageous routine of an HR specialist look like…
Why even think about digitizing HR ? First, imagine the daily routine of a recruitment specialist. He probably spends most of his time calling and emailing to schedule interviews. He logs on to dozens of different websites and classifieds servers, where he posts ads and examines the profiles of potential candidates. Then they have to devote themselves to the endless research of the obtained data… All this takes an incredible amount of time, for which the company has to pay.
What if all of this could be done in just an hour using handy recruitment software that can automate processes? What if HR specialists used their time effectively to improve the entire recruitment process and focus on more creative tasks?
The good news is that recruiting techniques are more advanced than ever. The solution is the digitization of HR, which has a number of indisputable advantages. Discover them.
4 main advantages of digitizing HR processes
Digitization of recruitment is a necessity these days. Companies that want to be competitive and want to move further and further know this. Here are the main benefits of digitizing HR.
1. Higher productivity of recruitment processes
Digital tools help speed up day-to-day recruitment processes in a variety of ways. For example, it is possible to automate administrative tasks , such as keeping records of applicant documents or scheduling interviews.
Recruiters are able to screen candidates faster because practical recruiting applications gather important candidate data in one place. This way, it is not necessary to read all the CVs and open file after file. The recruiter can find all the data in one place. Imagine how much time you can save when you have, for example, 20 vacancies open at the same time…
HR digitization saves time not only for recruiters, but also for interested parties. Applicants can apply faster with auto-filling of application forms and other features. At the same time, prospects can receive more personalized messages with feedback, resulting in a more positive experience. They will stay involved, which also comes in handy in future recruitments.
2. Better metrics and more efficient use of data with HR digitization
Data collection and analysis can be time-consuming. And in some cases even inaccurate. Especially if it depends on the person. Most recruiting platforms can collect data automatically . Thanks to this, companies can identify recruitment weaknesses, eliminate them and optimize processes leading to the acquisition of the best employees.
With effective use of data, companies can detect recruitment problems before they occur. And save a lot of time and cost. For example, you can find out why candidates leave the recruitment process early. Maybe it’s because it’s too time-consuming… HR digitalization thus comes with effective data management, which is absolutely essential for recruitment.
3. HR digitization means easier evaluation of candidates
HR digitalization has significant added value in effective candidate assessment. Recruiters can use many tools to select the ideal employees . For example, if a company is looking for a sales representative, it can use a rating system to evaluate the presentation and negotiation skills of individual candidates before they are invited for a personal interview.
Thanks to practical functions, it is thus possible to evaluate candidates remotely, there is no need to travel for interested parties or limit yourself to local candidates only. Advanced HR digitization tools can do much more.
4. Talents that the company would otherwise not have access to
The success of a company always depends on the people who work in it. And HR digitalization will help you find candidates who will be an asset to the company . Faster and more efficient than with conventional recruitment methods.
Imagine, for example, posting a job ad on multiple job servers with one click. Or that you get the absolute most out of social networks. At the same time, you can use AI-based features to reach more suitable candidates.
