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Using HRIS for a Recruitment System

Arguably one of the most valuable benefits of using HRIS for recruitment is the ease of converting information submitted on the application into employee files.

Talent Acquisition and Recruitment

HRIS, or human resources information systems, can make the recruiting process much easier for many organizations. Using HRIS, companies are able to easily accept online applications and resumes and filter those applications to the relevant areas and managers. HRIS can also be extremely helpful after hire, when new employee information must be obtained and filed.

HRIS Recruiting System Advantages

Prospective employees can submit applications and resumes online with HRIS, which saves costs associated with printed applications and helps to keep the hiring process much more organized. HRIS can be set so that only qualified applicants are able to apply, which can save managers many hours sorting through applications. Using HRIS for hiring may attract more qualified applicants that are comfortable using technology.

Depending on the industry, just the process of properly filling out the online application and following all required steps can help to weed out less qualified applicants. HRIS recruitment systems also make it easier for companies to track exactly how much money is spent on recruitment and recruitment-related expenses so that budgets can be planned with more accuracy.

Recruiting System Application Reviewing Advantages

After an online application and resume have been submitted, the information can then be easily reviewed simultaneously by all relevant managers and HR personnel. This may help to speed up the hiring process, as it is not necessary for the information to be forwarded across the organization. If department heads are located across different geographical areas, using HRIS for recruitment is even more logical.

After resumes have been reviewed and hiring managers are ready to take the next step, HRIS may also make it easier for managers to communicate with one another from remote locations regarding questions and concerns about the applicant before an interview is scheduled.

Gearing HRIS toward Non-Employees

When HRIS are used for recruiting non-employees, it is important for the systems to be extremely user-friendly and up to date. Non-employees have no information about the company and no training on how to use the system. Receiving false or outdated information about the company may be a deterrent to quality applicants.

Encountering an interface that is difficult to use may prompt even the savviest employees to avoid applying. Employers should remember that the information that can be found online and the application process may be a prospective employee’s first impression of the company.

Using HRIS for Internal Promotions

HRIS can improve the process used to allow existing employees to apply for promotions. Employees should be familiar with the HRIS that is used within the company, so hiring processes can be highly specialized to ensure best fit. Using online recruitment systems can also help to keep the application process more private than other types of application processes for those employees that wish to keep their ambitions hidden from peers.

Using HRIS after Hiring

Arguably one of the most valuable benefits of using HRIS for recruitment is the ease of converting information submitted on the application into employee files. Converting information in this way can mitigate errors and save time from creating duplicate information. This can help to minimize the amount of time until the new or newly promoted employee is productively in position, in addition to saving human resource professionals’ time for other obligations.

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