Building a Business Case For a Recruitment System Solution
- By Harri Insider Team | September 28, 2021
The financial crisis our industry has recently found itself in has resulted in far greater complexity for us here in talent acquisition. With a sudden spike in talent requirements post-reopening, recruitment has become our single biggest challenge. However, it’s not always easy to get the investment needed to drive our increased performance requirements.
In talent-short times, recruitment is faced with three challenges:
- Finding the right talent to fulfil business requirements
- Speeding up innovation
- Controlling the costs associated with innovation.
In short, you’ll be required to do more (gain more hires), with less (spend less ££). Best case scenario? You’ll hit cost-neutral. But we bet you can rule out any significant budget increases in talent acquisition. So, let’s keep it real. Your Exec team is unlikely to approve the cost of an ATS without being able to demonstrate the tangible ROI. How do you do that? By helping them understand the benefits of these four key areas.
1. Data is Basically Gold Right Now
Where are your hires actually coming from? Where is the fastest place to hire from? How many candidates do you need to attract to make a hire? What geographical locations do you need to pipeline for? These are all questions that’ll help you spend your recruitment budget more wisely, as well as distribute your resources wisely. The result? A happy executive team!
The best way to gain an insight into your hiring data and statistics is by using Harri’s hiring reports – with data on candidate sources, time in the candidate pipeline and more, hiring reports give you complete insight into the recruitment process.
2. Time is Money
Freeing up recruiters or operators time is the easiest way to both drive productivity and reduce costs. There are a LOT of labour-intensive tasks in recruitment that make ZERO sense for your recruiters to be doing – such as:
- Using templated jobs to post to job boards
- Reviewing candidates to determine which candidates are the best match for jobs
- Progressing candidates through the hiring funnel i.e., manually setting up interviews or obtaining candidate feedback post-interview
- Rejecting candidates that don’t match the JD
- Sending offer paperwork.
How can you improve this process? Using Harri’s Talent Acquisition suite, you can completely shake up your hiring process to make it slicker, smoother and far easier for all involved. Job templates allow your managers to post pre-approved jobs even from mobile apps; screening questions can reduce manual labour by only selecting those candidates who are most appropriate for the role; the automated interview process allows candidates to select the time most suitable for them quickly and easily. Harri’s onboarding tools give the candidate the best introduction to your business as the slick digitised onboarding process means no more infinite paperwork and back and forth – managers simply need to send a document, and it will be stored forever in the employee’s profile. What more could you want than no more messy paperwork?
3. 21% improvement in business performance
Okay, so this isn’t completely true. However, what is, is that diverse organisations perform 21% better. And, an ATS will improve your company’s diversity. That is a fact. How? With AI.
Harri boasts a suite of unbiased screening questions and a scoring system designed to remove any potential for a recruiter’s unconscious bias. The result? Candidates screened and shortlisted based on their experience and skills, as opposed to how many coffees you had that day or your unconscious fondness for the university you yourself attended… It’s not you, it happens. By automating the process it means a fair, inclusive pre-screening process is a given, every time.
4. It’s All About Your Brand in 2021
Believe us when we say that the talent pool is smaller than you think. And, people talk. Treat your candidates poorly and refuse to invest in your application process? We guarantee other candidates will hear about it.
On the other hand, if you invest in your recruitment and offer a fast, easy, informative and seamless process – we’re certain you’ll have candidate referrals pouring in. Programmes such as an employee referral system mean you can reward current employees and tap into their existing network – because who is the best ambassador for your company than the people who already work there?
Another weapon in your arsenal to attract amazing clients is Carri, Harri’s new conversational AI chatbot, which can answer your candidates’ questions throughout the hiring process – programmed with the answers from your recruitment team. Make your candidates talk for the right reason…
Want more support on how to build a business case for a recruitment system such as Harri? We’ve got you! Get in touch with us here.
