12th June 2019
Thinking of investing in a recruitment portal to streamline your hiring process?
Used correctly – and with enough research behind it – a recruitment portal can soon become a crucial part of your strategy when it comes to bringing in staff. They can remove a lot of the admin that shouldn’t really be a part of 2019’s technological landscape, whilst also getting you straight to the applicants that will truly make the biggest impact on your team.
However, if no research is applied to the procurement of a portal and if they are used incorrectly, advancing your technology to cover recruitment can create unnecessary and unneeded work.
Not to fear though, if you’re making your first steps down a recruitment portal route the Recruitment Solutions experts have outlined some of the pro’s and considerations you need to make when it comes to introducing technology into your method of hiring…
Recruitment portals allow for tidier management of CV submissions and tighter personal data protection – an absolute must in this day and age.
When they are used properly, they can assist in providing better clarity of candidate ownership.
Portals can provide a clear tracking and transparency of where a candidate is up to in the process.
They avoid duplicate submission of candidates, reducing the time you spend scanning through CV’s.
There can be a “rat race” aspect of whoever submits the CV first has ownership of the candidate. If not managed properly this can lead to poor practice by recruiters as they cut corners to ensure a CV is submitted ahead of competitors.
A recruitment portal can sometimes encourage a hiring manager to reject candidates without explanation, which in-turn creates work to chasing them anyway for the reasons for rejection.
Some portals do not offer a way of writing a description of the candidate.
They need your attention as adding an extra step to your recruitment process can sometimes slow response times, leading to lost candidates.
Some portals offer no real opportunity for a candidate to sell themselves to a business – the old fashioned way. Often a well-written CV is only the starting point for the narrative.
Over-reliance on the technology can lead to a lack of being able to add any consultative approach to candidate CV submission, which means good candidates can slip the net.