Managing Your Company's Recruitment Cycle

Managing Your Company's Recruitment Cycle

Human resource departments juggle an extraordinary challenge when it comes to recruiting quality applicants. First and foremost, human resources professionals must decide which job boards, such as Monster.com, HotJobs.com, and state workforce websites, are most appropriate for their job posting. While this may seem like an easy task, it takes a lot of effort and strategic planning to look for the perfect candidate in the perfect place.

Attracting quality candidates has its price. Job boards such as your local newspaper classified ads, HireDiversity.com, and HotJobs.com charge a fairly steep fee for a basic job posting. Most job ads run between $150 and $500, and that only covers the basics of posting the ad. With these exorbitantly high prices, how is the human resources department expected to attract quality candidates and still maintain their budget? The solution can be found in evaluating the position type against the source on which you plan to recruit. For example, human resources would not place a janitorial position on an internet job board designed specifically for executive level recruitment.

An even more daunting task befalls the human resources department when it comes to keeping track of its applicants. Both federal and state laws mandate how applications must be maintained and tracked for diversity and demographic purposes, and also to protect the employer in the event of a lawsuit. Applicant tracking in a large firm requires a software-based applicant tracking system to keep track of the large number of applicants. These software programs allow the user to utilize a web-based applicant tracking system to input the candidate's information and track the candidate from the time of application through the course of the employee's employment with the company. The size and structure of the company will dictate how the human resources team will track pre- and post-employment activities.

Firms may find it more convenient to outsource their applicant tracking system. Outsourcing the recruitment and applicant tracking system allows human resources to focus on what's most important to them - their employees.

Applicant tracking is never an easy task. Finding a decent, reputable company to manage all your high-volume recruitment needs is arguably the best option for organizations with rapidly changing recruitment needs.

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