How does the enterprise choose Cloud Recruiting system?

Many enterprises pay more and more attention to recruitment management. Drive hiring Manager or HR director There are many reasons to pay attention to the recruitment management, on the one hand, from the fierce competition from outside talent, recruiting and employing the right talent more and more difficult; On the other hand, the internal management efficiency and quality need to upgrade, recruitment process, internal synergy, resources within the sharing factors.

What is the recruitment management software

Recruitment software English is recruitment Software or recruiting Software, narrowly recruited software refers only to ATS (Applicant tracking System, candidate tracking system) or RMS ( Recruitment Management System). Engaging in recruiting-related innovations in China is always asked what is different from recruiting 51JOB. Recruitment software is the enterprise recruitment business Process Management application software, the enterprise recruitment needs planning, job editing, publishing, management, talent pool management, candidate screening, interviewing, evaluation, evaluation, appropriate background, employment, as well as corporate official recruitment homepage (dour Site), the third recruitment service (headhunting, Recruitment outsourcing services, etc.) access, candidate login, the company's business unit login and participate in the business Collaborative integrated business Management platform.

can effectively enhance the recruitment efficiency and quality of recruitment software, on the one hand with the mainstream recruitment site interface, to achieve the recruitment of post and management synchronization, on the other hand with the mainstream HR software, such as SAP Hcm,peoplesoft, Ufida, Kingdee and other interfaces, In addition, whether the deployment or online recruitment system would like to be able to interface with the company's OA system to facilitate the interview information flow.

Several ways of employing software in enterprises

At present, the proportion of Chinese enterprises using recruitment management software is not high. According to our survey of Chinese listed companies, about 2.5% of the companies are using recruitment management software, and the popularity of U.S. companies using recruitment software is very high, already up to 76%. The survey also showed that 85% of Chinese companies ' hiring managers, human resources directors, want to use the recruiting software to improve the efficiency of their recruitment, the responsiveness of their recruitment, and the flow of talent pool building, interview selection and talent assessment.

At present, Chinese enterprises in the use of recruitment software and European and American enterprises have a big difference, 95% of U.S. companies use Third-party software vendors to recruit software (including software and online use), and Chinese companies tend to self-development or purchase software to deploy themselves. On the one hand, Chinese enterprises are more confident of their understanding of the business process and grasp, on the other hand, the software suppliers are relatively few, the market is almost difficult to find suitable recruitment software.

The basis can be roughly divided into four categories: the first category is a number of large-scale it enterprises to choose their own development; The second category is the traditional industry large enterprises, usually their own definition of products and requirements, and then outsourced to professional software developers; the third type of enterprise is directly from the market to buy standard software, deployed in the intranet server; The fourth category is the use of "online recruitment management software", that is, we usually refer to the "Cloud recruitment" (Cloud Based Software), and the number of such enterprises is showing an increasing trend!

What are the factors that drive the enterprise to use the professional recruiting software

Human resource managers want companies to be able to use professional recruiting software or online systems to improve the efficiency of recruiting business management. According to a survey that was hired easily in 2010 years. Companies choose professional recruitment software for a lot of purposes. The most important is to enhance the recruitment efficiency, enterprise talent pool building, and the diversity of recruitment channels for effective integration. In contrast, recruitment cost control and internal synergy are not the drivers for companies to choose professional recruiting software.

What is the focus of choosing a recruitment management system?

Choosing the right recruitment system is a learning process that takes into account appropriateness and a certain degree of foresight, as information technology develops very quickly and software products begin to "age" since the purchase, in fact, the so-called two development and upgrade are not very reliable. Therefore, in the selection of recruitment software, the enterprise's IT department to work with the Human resources department to fully communicate, in advance on the selection criteria (conditions of tender) to reach agreement. For the selection and purchase of the recruitment system, we propose the SMART2 model as a reference for everyone to choose.

Is the business feature smart enough

Objectively, the recruitment software belongs to the enterprise application software, the application must fully consider the software business processing capacity, product function and application value. Therefore, a recruitment software product or online application of the business characteristics, focus on the following five aspects: Systems (System), Methods (methodology), Evaluation (Assessment), reports (Reporting) and talent pool (talents pool).

Systems (System)

Effective recruitment software must be system-level software, not a simple client and desktop applications: can support multi-user (recruitment specialist, recruitment manager, business unit personnel, candidates, third party recruitment services, etc.) login, there is a strong database system, can realize the internal and remote sharing of data resources. Another function whether the system, integrity, can meet the company recruitment business Management needs. Generally speaking, the recruitment business activities of enterprises include the following aspects:

Recruitment needs and plans

Post editing, publishing and management

Recruitment channels (Network recruitment, headhunting recruitment, internal referral, Campus recruitment, job fairs, etc.)

Talent Pool (support conditional retrieval and fuzzy search)

Candidate management (interviewing, evaluation and hiring)

Evaluation

Background checks

Other

When the enterprise chooses the recruitment software, it needs to consider the system function that the software can realize. In addition, these features can support the customer on-demand configuration, what the customer needs to function, what function to configure. Whether the system has the good expansibility, satisfies the different scale enterprise customer.

Method (Methodology)

Whether the business logic of the recruiting software follows the best management practices. How to manage headhunting organizations to maximize the effectiveness of hunting, how to manage internal staff recommendations, whether to ensure that internal staff get the best recommendation experience, how to implement team interviews and structured evaluation. These need to be based on the best management practices and methodologies.

Before you buy a recruiting software, it is a good idea to communicate the logic and handling of these business processes to the software or application provider. As an application of the recruitment software is not simply a technical product, the product design team must have a wealth of recruitment and recruitment management practice experience.

Evaluation (Assessment)

The recruitment process is largely a selection exercise, and evaluation is very important in the recruitment process. Whether the system can automatically screen a large number of job seekers to establish data, the use of filtering tools is simple and easy-to-use, and the filtering tool is consistent and coherent. Interviews assess whether there are advanced tools, such as structured interview evaluations, competency-based interview evaluations, and whether interview evaluations can be shared within the interviewing team. In addition, whether the recruitment software system has online testing, evaluation and other accessibility functions (may be third-party services), whether the necessary background investigation function. This series of evaluation tools are the guarantee of improving the quality of employment.

Report (Reporting)

The efficiency of business management activities is driven by business data analysis and evaluation. Whether it's a recruiter's performance report or a recruiting channel's performance report, including a Headhunter referral report, an internal employee referral report, and a variety of online recruiting-driven energy efficiency, quantitative management is achieved through system reporting. Therefore, the report is the recruitment management software must have the basic functions.

Talent pool (Talents pool)

Recruitment business is basically a talent data driven business. The establishment of enterprise talent pool is one of the important ways to improve the efficiency of enterprise recruitment, and also can reduce the recruitment cost of enterprises. Recruiting software for data-type talent pools is critical. In addition, when choosing the software, we need to investigate the data fusion ability of the talent pool, whether we can convert the CV of different format (such as word, pdf,txt,pst, etc.) into HTML format, enter the database system, whether the electronic mailbox data can be imported or synchronized with the system, Whether you can "move" the private resume that is dispersed on the recruiting website. In addition, the talent pool provides powerful retrieval functions, including keyword fuzzy search, combination condition search, and accurate search.

Are the technical features of the recruiting system smart enough?

In addition to the smart elements of business characteristics, the selection software needs to take into account the technical characteristics of the software itself. Includes sync (sync.), variability (adroit), accessibility (accessibility), Return on investment (ROI), and tailored and customized (tailored) five technical features.

Sync (sync.)

Whether it's a traditional recruiting website, a professional headhunting service, or a new application created by an increasingly rich social network, these changes have increased the diversity and fragmentation of corporate recruiting channels. How to effectively maintain a good synergy and synchronization with these external channels and external systems is the technical characteristic that the new recruiting system should consider.

Variability (adroit)

The organization and business processes of any enterprise are dynamic, which requires the application software to have good variability. For example, customization of organizational structure, customization of processes, user, role, permissions, etc. to ensure the variability of the entire system. In particular, as a multi-tenant SaaS recruitment system, this ability to meet the dynamics of organizations and processes of different enterprise customers becomes more important.

Some customers often stress their organizational structure and the regular changes in business processes, requiring the recruitment system to have such variability.

accessibility (Accessibility)

With regard to the accessibility of the recruitment system, there are at least several implications. 7x24-hour accessibility, no time constraints, as long as there is access to the Internet, can meet a variety of equipment access, especially the rapid development of mobile Internet, the new recruitment system needs to be able to meet the smart phones, tablets and other equipment access, Improve the convenience of business units in dealing with candidates for interviews.

On the other hand, the accessibility is that the new recruitment software system can provide an open API, allowing access to other third-party services, including Third-party evaluation, Third-party video conferencing services, Third-party recruitment service system. It also includes interfacing with the company's mail system, OA system, and other mainstream HR software such as the typical HR software, such as SAP HCM, Peoplesoft, native Ufida, and Kingdee.

Return on investment (ROI)

The application of the enterprise should take into account the return on investment. Buying a software is still buying online apps. What is the return on investment? This is a question to consider when choosing a recruitment system. There is no need to develop independently; Whether the HR department can have enough time to define the product, the deployment of standard software, the need for professional and other hardware inputs, the lifecycle of the software product itself, and the rapid development of information technology, all these factors need to re-examine the procurement model of the enterprise.

Tailor-tailored and customized (tailored)

Traditional software always emphasizes the cultivation of user habits, and new Web applications pay more attention to user's personality experience and personal habits. Therefore, it is not only a definition of the business process, but also a definition of the front-end user interface, which can be used to satisfy different users.

Buying software or buying cloud services?

In recent years, traditional management software has been increasingly used by cloud applications (these cloud applications are also known as "online Applications" and "on-demand services" or SaaS services, software as services) beyond. Today, more and more companies tend to adopt cloud services to manage different business applications.

What is the reason? Installation and maintenance software does not require a large up-front investment. And can provide 7x24 hours online service, cost payment and cost control is very easy, generally in accordance with the mode of payment, the cost will be greatly reduced.

The upfront need for large investments, compared with most software, will save this part of the money;

Traditional client/server software needs to be implemented for 12 months or longer, and can be used immediately after registration of an online platform for such employment.

Basic customization will be easy, so enterprise users can make changes in just a few minutes with a click-through interface;

There is no problem with a headache escalation. You can always stay in the latest version of the status, the upgrade is no longer a headache.

No need for professional maintenance, there is no so-called two development and other complex and cumbersome transactions.

Why cloud Recruitment is the application trend of enterprise

Cloud computing is a model for delivering more attractive business software over the Internet. With online cloud recruitment, you can significantly reduce the cost of managing your business because you only have to pay for software usage fees without having to pay license fees. The Multi-Tenant platform employs a common infrastructure as well as a centrally maintained code base, which can be visually understood as the large number of businesses leasing different sizes of offices in the same building.

Hire the Easy cloud recruitment system has the following characteristics:

100% Online Service: No need to buy any software, hardware and developers, maintenance personnel, etc., customer service of traditional software asset investment. Greatly reduce the cost and cost of investment;

Easy to use, convenient: through the Internet, anywhere can access, especially through the mobile tablet computer, to bring great convenience of the interview;

On-demand configuration: Hire easily is the only one in China at present in full accordance with the recruitment business management process "modular" online application, truly "on-demand Configuration" (to meet the needs of different customers to the greatest extent);

Custom business roles: Hire easily This system can meet the different size enterprises, in the recruitment management process of different roles, as well as authority configuration; and each of the different roles, the functional interface is a difference, and other similar products do not have to do this;

Multi-Login Portal: Recruitment supervisor, human resource Manager, business Manager, headhunting Provider (consultant), candidates and other users have access to the system and portals;

Custom process and custom business forms: Gold group can be based on their own management characteristics from the definition of interview process, evaluation of structured tools, employment letters and other tasks of the processing form, which is also employed easily similar products can not do;

Users can customize the personal work interface: Users customize their personal work interface according to their business processing characteristics, as well as personal preferences, which is also a unique employment;

With the mainstream recruitment site seamless docking: This is the most easily employed products one of the characteristics of the domestic similar products, there can not be achieved with the mainstream recruitment site seamless docking;

The most advanced, accurate search technology: the employment of easy resume retrieval technology is the industry's most advanced, is completely based on the search pattern.