How do enterprises choose cloud recruitment management system?

Many enterprises pay more and more attention to recruitment management. There are many reasons that drive hiring managers or human resources directors to pay attention to recruitment management. On the one hand, due to the fierce competition from outside talents, it is increasingly difficult to recruit and hire suitable talents. On the other hand, it is necessary to improve the efficiency and quality of internal management, recruitment process, internal coordination and internal resource sharing. What is recruitment management software? Recruitment software English is recruitment software or recruitment software. In a narrow sense, recruitment software only refers to ATS (Application Tracking System) or RMS (Recruitment Management System). In China, recruitment-related innovations are always asked how they differ from the recruitment website 5 1JOB. Recruitment software is the application software of enterprise recruitment business process management, which plans the recruitment needs of enterprises, edits, publishes and manages positions; Talent pool management, candidate selection, interview, evaluation, evaluation, background investigation and employment; And the official recruitment homepage (professional website), third-party recruitment services (headhunting, recruitment outsourcing services, etc.). ) access, candidate login, company business department login and participate in business collaborative integration business management platform. Recruitment software that can effectively improve the efficiency and quality of enterprise recruitment, on the one hand, needs to interface with mainstream recruitment websites to realize the synchronization of job posting and management, on the other hand, it needs to interface with mainstream e-HR software, such as SAP HCM, PeopleSoft, UFIDA, Kingdee, etc. In addition, deployment and online recruitment systems all want to interface with the company's OA system to facilitate the flow of interview information. Several ways for enterprises to use recruitment software At present, the proportion of enterprises using recruitment management software in China is not high. According to our survey of listed companies in China, about 2.5% of enterprises are using recruitment management software, while the penetration rate of American enterprises using recruitment software is very high, reaching 76%. At the same time, the survey shows that 85% of recruitment managers and human resources directors in China enterprises want to use recruitment software to improve recruitment efficiency, recruitment response speed and the process of talent pool construction, interview selection and talent evaluation. At present, there are great differences between China enterprises and European and American enterprises in the use of recruitment software. 95% of American enterprises use recruitment software from third-party independent software vendors (including purchasing software and using it online), while China enterprises prefer to develop or purchase software and deploy it themselves. On the one hand, China enterprises are more confident in understanding and grasping business processes; On the other hand, there are few suppliers of this kind of software, and it is almost difficult to find suitable recruitment software in the market. For some large IT enterprises, choose independent development; Large enterprises in traditional industries usually define their own products and requirements and then outsource them to professional software developers; The third type of enterprise is to buy standard software directly from the market and deploy it on the server in the intranet; The fourth category is the use of "online recruitment management software", which is what we usually call "cloud-based software". Such enterprises are becoming more and more popular! What factors are driving enterprises to use professional recruitment software? Human resource practitioners hope that companies can use professional recruitment software or online system to improve the efficiency of recruitment business. According to a survey conducted by PayPal on 20 10. Enterprises choose professional recruitment software for many purposes. The most important thing is to improve recruitment efficiency, build enterprise talent pool and effectively integrate diversified recruitment channels. On the contrary, it is not the main driving factor of recruitment cost control and internal coordination. What should the recruitment management system pay attention to? Choosing the right recruitment system is indeed a science, which should be both appropriate and far-sighted, because information technology is developing very fast, and software products have been "aging" since they were purchased. In fact, the so-called secondary development and upgrading is unrealistic. Therefore, the IT department of an enterprise should cooperate with the human resources department to fully communicate and reach an agreement on the selection criteria (bidding conditions) in advance when selecting recruitment software. For the purchase of recruitment system, we put forward the SMART2 model as a reference for everyone to choose. Whether the business characteristics are intelligent enough Objectively speaking, recruitment software belongs to enterprise application software, and all applications should fully consider the business processing ability, product functions and application value of the software. Therefore, the business characteristics of a recruitment software product or online application should be considered from the following aspects: system, methodology, evaluation, report and talent pool. Effective recruitment software must be system-level software, not simple client and desktop applications: it can support multi-role login (recruitment specialist, recruitment manager, business department personnel, applicants, third-party recruitment service agencies, etc.). ), with a powerful database system, can realize internal and remote data resource sharing. In addition, whether the function is systematic and complete, and whether it can meet the recruitment business management needs of the company. Generally speaking, the recruitment activities of enterprises include the following aspects: recruitment demand and position planning, editing, publishing and managing recruitment channels (online recruitment, headhunting recruitment, internal recommendation, campus recruitment, job fairs, etc. ), talent pool (supporting conditional search and fuzzy search), candidate management (interview, evaluation, employment), background investigation, etc. When other enterprises choose recruitment software, they need to consider the system functions that the software can achieve. In addition, whether these functions can support customers' on-demand configuration, customers can configure whatever functions they need. Whether the system has good scalability to meet the needs of enterprise customers of different sizes. Methods Whether the business logic of recruitment software follows the best management practices. How to manage headhunting institutions and whether they can maximize the effectiveness of hunting and hiring; How to manage internal staff recommendation, and whether it can ensure internal staff to get the best recommendation experience; How to implement team interview and structured evaluation? These are based on best management practices and methods. Before purchasing recruitment software, it is best to communicate the logic and handling methods of these business processes with software or application providers. As an applied recruitment software, it is not only a technical product, but the product design team must have rich practical experience in recruitment and recruitment management. The process of evaluating recruitment is largely a selection activity, and evaluation is very important in the recruitment process. Whether the system can automatically filter a large number of resume data of job seekers, whether the screening tool is simple and easy to use, and whether the screening tool is continuous and consistent. Whether there are advanced tools for interview evaluation, such as structured interview evaluation, interview evaluation based on competency model and whether interview evaluation can be shared among interview teams. In addition, whether the recruitment software system has accessible functions such as online testing and evaluation (possibly third-party services) and whether it has necessary background verification functions. This series of evaluation tools is the guarantee to improve the quality of employment. The efficiency of reporting business management activities is driven by business data analysis and evaluation. Whether it is the performance report of recruiters or the efficiency report of recruitment channels, including headhunter recommendation report, internal employee recommendation report and various online recruitment-driven energy efficiency, quantitative management is achieved through system reports. Therefore, reports are the basic functions that recruitment management software must have. The talent pool recruitment business is basically a talent data-driven business. Establishing enterprise talent pool is one of the important ways to improve the efficiency of enterprise recruitment, and it can also reduce the cost of enterprise recruitment. Whether the recruitment software has a data-based talent pool is very important. In addition, when selecting recruitment software, it is necessary to examine the data fusion ability of the talent pool and whether it can convert resumes in different formats (such as Word, PDF, TXT, PST, etc.). ) into HTML format and enter the database system, whether mail data can be imported or synchronized into the system, and whether personal resumes scattered on the recruitment website can be "moved" back. In addition, it is also important whether the talent pool provides powerful retrieval functions, including keyword fuzzy search, combined condition retrieval and so on. Whether the technical characteristics of the recruitment system are smart enough to choose recruitment software depends not only on the intelligent elements of business characteristics, but also on the technical characteristics of the software itself. What specific technical features need to be taken seriously? Synchronization. Whether it is traditional recruitment websites, professional headhunting recruitment services or new recruitment applications generated by increasingly rich social networks, these changes have increased the diversification and fragmentation of enterprise recruitment channels. How to effectively keep good coordination and synchronization with these external channels and external systems is a technical feature that the new recruitment system needs to consider. Mobility The organization and business process of any enterprise are dynamic, which requires the application software to have good flexibility. For example, the customization of organizational structure, process, users, roles, permissions, etc. ensures the variability of the whole system. Especially as a multi-tenant recruitment system based on SaaS, this ability of customization to meet the dynamic organization and process of different enterprise customers is more important. Some customers often emphasize the constant changes in their organizational structure and business processes, and require the recruitment system to have such variability. Accessibility There are at least several meanings about the accessibility of the recruitment system. 7*24 hours barrier-free, not limited by time; As long as there is internet, you can access it; It can meet the access of many different devices, especially the rapid development of mobile Internet. The new recruitment system will certainly meet the access of smart phones, tablets and other devices, and greatly improve the convenience of business departments in handling activities such as candidate interviews. On the other hand, accessibility is that the new recruitment software system can provide an open API and allow access to other third-party services, including third-party evaluation, third-party video conferencing services, third-party recruitment service systems and so on. It also includes interfaces with company mail system and OA system; In addition, it also includes the interface with typical e-HR software, such as mainstream e-HR software such as SAP HCM, Peoplesoft, local UFIDA and Kingdee. Return on investment (ROI) The application of enterprises should consider ROI. Whether to buy a software or an online application. What is the return on investment? This is a question to be considered when choosing a recruitment system. Whether it needs independent development; Whether the HR department has enough time to define the product; Deployment of standard software; Whether maintenance requires the investment of hardware equipment such as professionals; The life cycle of software products and the rapid development of information technology need to re-examine the procurement model of enterprises. Traditional tailor-made software always emphasizes the cultivation of users' habits, while new web applications pay more attention to users' personality habits and experiences. Therefore, whether the business process can be defined should also include the definability of the front-end user interface to meet the usage habits of different users. Buy software or buy cloud services? In recent years, traditional management software has been gradually surpassed by cloud applications (these cloud applications are also called "online applications" and "on-demand services" or SaaS services, and software is a service). Nowadays, more and more companies tend to use cloud services to manage different business applications. What is the reason? Installing and maintaining software does not require a lot of upfront investment. Moreover, it can provide 7x24 online service, and payment and cost control are very easy. Generally, the pay-as-you-go model is followed, and the cost required for success is greatly reduced. There is no need for huge investment in the early stage, which will save this penny compared with most software; It takes 65,438+0.2 months or more to realize the traditional client/server software, and online platforms such as Payeasy can be used after registration. Basic custom operations will become very easy, and enterprise users can make changes in just a few minutes through a click-through interface; There is no headache for upgrading. You can always keep the latest version, and upgrading is no longer a headache. There is no need for professional maintenance, and there is no complicated affairs such as so-called secondary development. Deloitte described in its "20 1 1 Global Human Capital Management Trends" that cloud computing is an inevitable trend of human resource management. Please refer to related articles. Cloud computing is a mode of delivering more attractive business software through the Internet. After using online cloud recruitment, the management cost of the enterprise can be greatly reduced because only the software usage fee is paid instead of the authorization fee. Multi-tenant platform adopts common infrastructure and centralized maintenance code base, which can be vividly understood as that many enterprises rent offices of different sizes in the same building. PayEasyCloud's recruitment system has the following characteristics: 100% online service: no need to buy any software, hardware, developers, maintenance personnel, etc. It overcomes the capital investment of traditional software. Greatly reduce the cost and expense input; Easy to use and convenient: you can visit anywhere through the internet, especially through the mobile tablet computer, which brings great convenience to the interview; On-demand configuration: Payeasy is the only online application in China that is completely modularized according to the recruitment business management process, which can truly realize the "on-demand configuration" of customers (to meet the needs of different customers to the greatest extent); User-defined business role: the system can meet the definition of different roles and the distribution of permissions in the recruitment management process of enterprises of different sizes; Moreover, each role is different and the functional interface is different, which other similar products can't do; Multi-login portal: it can meet the needs of hiring managers, human resources managers, business managers, headhunting suppliers (consultants), candidates and so on. Customized process and customized business form: Gemdale can define interview process, evaluation structured tools, employment letter and other task processing forms according to its own management characteristics, which is impossible for similar products; Users can customize personal work interface: users can customize personal work interface according to their own business processing characteristics and personal preferences, which is also a unique feature of easy employment; Seamless connection with mainstream recruitment websites: this is one of the biggest features of easy recruitment products. None of the domestic similar products can achieve seamless connection with mainstream recruitment websites. The most advanced and accurate retrieval technology: Easy-to-hire resume retrieval technology is the most advanced in the industry, based entirely on search mode. Author: easy to hire CEO Li Jiong-ming