Leaders and consultants within recruitment agencies across all sectors have warmed to the value of recruitment technology in recent years. Automation has granted agencies significantly increased efficiency, productivity and effectiveness. It’s no longer a question of whether agencies choose to integrate their recruitment technology — it’s a question of how effectively they do so.

Evaluating Processes and Technology

Today, software enables agencies across the globe to reduce their administrative burden and speed up the placement process. This is especially pertinent within the current market as agencies grapple with rapid regulatory changes in the domain of candidate screening and compliance. It has never been more urgent for recruitment businesses to assess their tech stack in line with ever-changing needs.

Whether large or small, tech-savvy or tech-starved, all agencies should go through calculated decision-making when introducing new software into their organization. Firstly, leaders need to consider the overall aims of the implementation project and their desired end state. Only then can they start to determine what processes they are looking to change and automate and envisage what the tech stack might look like by the end of the project.

This future-gazing approach involves evaluating the existing resources within the agency to ensure that any new software will be integrated and adopted throughout the business. Recruitment firms that are in the early stages of the digital transformation process should opt for a stack that can be easily maintained without additional resources. Most agencies will now choose cloud-based solutions where the software is delivered as a service over the internet and the provider is responsible for security, availability and performance freeing users from complex software and hardware management.

Once these initial decisions have been made, decision-makers can begin to review the market and what suppliers can offer.

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Structuring the Tech Stack so Operations Run Seamlessly

Recruitment technology is diversifying at a rapid rate with a wide range of offerings on the market.  Buyers should therefore ensure that they delve deep into the software’s capabilities, ensuring that they thoroughly research what the software can do for their business. Alongside current functionality, it’s important to discover what is in the roadmap, determine how frequently the software will be upgraded and assess the credentials of the provider.

For recruitment organizations with outdated technology in their stack, upgrading to an efficient recruitment CRM to handle all aspects of permanent and temporary placements is vital to stay ahead of the competition. By avoiding manual systems and siloed data, consultants can better collaborate with their team to place workers at speed.

For high-volume staffing agencies, a CRM that offers strong shift management needs to be paired with effective payment and billing software allowing them to process hundreds of timesheets for dozens of clients simultaneously. Having access to software which automates the payment and billing process not only saves time but ensures a high level of accuracy that keeps clients and candidates on side and compliance in check.

Delivering High Returns for Business Growth

As with any major business purchase, there will always be an adjustment period whilst employees get to grips with any new software’s capabilities and an understanding and buy-in as to how it improves their workflows.

Businesses need to ensure that they are receiving a significant return on their investment by measuring the results and tracking associated KPIs.

For example, consultants may currently manually schedule candidate interviews using external video-conferencing software. This may only take a couple of minutes, but when considering how many candidates consultants engage with on a daily basis, the minutes begin to add up. What if consultants could seamlessly schedule video interviews within their recruitment CRM? Measuring speed to hire is an important metric with time saved invested into placing more candidates and ultimately driving revenue.

Knowing that the impact of the software will be inspected may also help to increase adoption, especially if best use cases are shared and celebrated.

Building a strong tech stack allows recruitment agencies to free up their consultants’ time, creates a more enjoyable candidate experience and aids worker retention. When leveraging the best recruitment software for enhanced automation, agencies can increase efficiency and, therefore, have the freedom to do more.

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