Achieving successful business growth: Finding the right person for the right job (page 3 of 3)

So, for example, if somebody presents as being a Java expert or a DBA of Unix systems, you can automate the process of pre-screening by making a prove-your-skill set test a part of the online application process.

The next wave in the smart hiring process will come in the form of integrated ERP systems that are geared towards helping companies maximize their current mind share and use it to pave the way for expanding the pool of top performers.

In other words, by closely examining and profiling the characteristics of the people you currently have on board today, integrated systems can pull together critical workforce information into one repository for creating a profile that clearly map out the skills sets critical to your organization.

Before you recoil from the slightly Orwellian overtones, consider that most companies have been compiling this type of profile information as a standard practice in the form of basic employee information (educational background, employment history) and through performance appraisals. It's about crafting a talent management model of where you need to be recruiting going forward.

All Eyes On iRecruitment
Most companies are behind the curve on recognizing the value of talent management because their systems simply don't support it.

It points back to the arcane systems companies are still using which force organizational departments to operate in separate silos with fragmented processes that make it impossible for companies to understand even the most basic HR information, such as total number of employees.

When focusing on talent management, companies require systems that can help them grow and keep track of employee capabilities, skills, strengths and weaknesses.

As employees aspire to new positions with new responsibilities, HR applications should support this progress and provide the framework for growth—at the inception of employment.

The good news is the slumbering giant of the "status quo mindsets" is beginning to awaken and as attitudes are shifting, so are the capabilities of HR applications. Companies now understand the importance of implementing systems that seamlessly integrate all parts of HR operations — including recruiting, payroll, time and labor, benefits administration and training — and using secure, single repositories for all workforce, and company, data.

Effective iRecruitment applications must be built on a single data repository, because it allows all HR departments, regardless of location, to use the same pool of information for making critical hiring decisions.

Now, when a new hire is entered in the system, a chain reaction occurs that (1) informs all recruiters and hiring managers that the position has been filled, (2) inserts the new employee's information into the system for benefits administration, payroll, facilities, IT, etc. (3) provides the estimated start date and appropriate new hire information to the new employee's manager to ensure a smooth entry into the organization.

What can iRecruitment technology do today? How can it help recruiters and hiring managers perform their jobs more effectively? Before you dig in and get yourself overwhelmed in comparing product details, keep a short list of must-have attributes and make sure it includes questions such as:

• Does the solution provide a true end-to-end Recruitment solution?

• Does the solution offer skills assessment in the selection process?

• Does the solution include functionality for integrated background checks and resume extraction?

• Does the tool allow you to establish a manager-candidate-recruiter relationship?

• Does it manage control and processes in your organization for regulatory compliance?

• Does it effectively manage your recruitment processes in real-time to eliminate costly delays

• Does the system effectively manage worldwide privacy and local regulation?

Paying attention to a set of good baseline questions will help you in determining whether or not the vendor's offering truly is designed to assist managers with tasks such as identifying headcount needs and for processing and posting requests for job openings. It will also help you determine whether or not recruiting teams and candidates can collaborate and communicate from requisition through creation and presentation of offers.

Online All The Time
The Internet has impacted recruiting more so than any other aspect of HR. The right person for the job is out there. Leveraging the Internet to become more visible and having an integrated company-facing page that integrates to your backend recruitment processes is definitely going to give you the edge on finding the right person for the job, regardless of whether they're in the next county or in another country.