HR Technology ROI

HR Technology ROI – 3 Key Steps to Maximize It

Kelly Barcelos on August 25, 2017 in HR Management

With more than 75% of human resource professionals relying heavily on recruitment software to save time and streamline their day-to-day workflow, applicant tracking software has become a crucial component of the talent acquisition process today.

So if you want to build your talent pipeline and stay profitable down the road, eliminate the inefficiencies in your hiring processes with feature-rich recruitment software.

Companies using an applicant tracking software have successfully managed to reduce their unproductive time by 75%, accelerate the time to fill by 65%, boost their report generation speed by 70% and the monthly conversion rate by 10%. Now imagine the impact of these incremental improvements on your ROI every year!

Investing in applicant tracking software early on is sure to deliver cumulative benefits to your business in the long run if you follow these 3 steps strategically:

1. Know Your Business Needs Before You Buy

  • Understand how recruitment software can positively impact your bottom line

    Despite this being an obvious consideration, most businesses fail to assess how their hiring procedures actually operate and how an ATS will help them resolve the existing issues in their recruitment strategy.

    Also, pay a little extra attention to the recruitment software’s compatibility to the unique requirements of your recruitment workflow. If you want your applicant tracking software to pay rich dividends in the long-run, make sure it has the ability to grow with your growing business and addresses the pain points of your hiring team.

  • Evaluate your vendor’s offerings in terms of software scalability

    When you are investing in HR technology to automate your existing hiring processes and procedures, it is important to check with your software supplier if their software can:

    • Scale to accommodate your future recruitment plans.
    • Easily integrate into your existing technology ecosystem.
    • Simplify and streamline your workflow with its features and functionalities.
    • Add value to your sourcing cycle by automating every manual task from sourcing to on boarding.

    Do not take enticing features at face value and be sure to check if all of them ease the burden of your hiring team, help them speed up their routine recruitment tasks, and empower them to be more efficient.

2. Prepare Your People and Recruitment Processes Prior to Implementing HR Technology

  • Define a new operational process that integrates an ATS into day-to-day work

    Any successful talent acquisition strategy starts with preparation and planning. So it is important that you understand how your applicant tracking software will integrate into your business goals so it becomes easy to redefine your existing recruitment processes and streamline your new operational procedures.

  • Make provisions to import all the human resource data into the recruiting software

    Human resource data plays a decisive role in maximizing HR technology investment payoff so take the time to ensure that all your existing applicant data can be seamlessly imported into your new applicant tracking system.

    This includes knowing how your data is to be extracted from your technology stack, how it is to be entered into the new recruitment software and how it will help you perform real-time searches and extract accurate reports. Prepare a road map in collaboration with senior management and software users on how the data needs to be measured, managed, and monitored in the new ATS.

  • Invest in training your staff

    The most important aspect that will ensure you get maximum returns on your investment is training. Don’t let KPIs and hiring targets take a toll on staff training because only if your staff fully understands the power of automation, can they stop wasting their valuable time on manual tasks and perform all their duties at peak efficiency.

    When your hiring team will know the capabilities of recruitment software and learn to leverage its features for time and cost savings, you can be confident of cumulative returns in the long-term.

3. Audit After You Go Live and Optimize

  • Review your staff’s knowledge and understanding on using HR technology

    Once you have deployed recruitment software and trained your staff, the real task begins. You need to consistently audit your staff on how they are using the software to save time and how efficiently they are managing the new recruitment processes and procedures.

    This is a valuable opportunity to review the performance of your hiring team, identify any issues in the existing talent acquisition process, and also to take the feedback of your hiring team on the features and functionalities of the recruitment software.

  • Make sure you have a dedicated account manager

    Ensure that your recruitment software service provider offers expert support round the clock and has a dedicated account manager who can efficiently address all your queries and questions. When support tickets are dealt with in a professional and timely manner, your recruitment team will be able to work more efficiently.

Jobsoid is one user-friendly and affordable recruitment software offering priority support that is always there to help you at every juncture. So if you are looking for a reliable and professional recruitment software supplier with a customer-centric approach, switch to Jobsoid today.

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.