In HR, technology has taken giant leaps forward since its inception when a simple database (perhaps replaced running on an Apple II) replaced the HR manager’s Rolodex. In some ways, there is too much IT to help HR professionals find, hire, and manage their employees. This has led to different and competing systems that don’t necessarily work well together. It is not uncommon for teams to use separate platforms to post vacancies on different channels, like the company’s career site, LinkedIn, Indeed, etc.
After that, one or two other software could handle setting up interviews, collecting resumes and organizing interviews. Integration, payroll, and human resources then require a different set of applications and services, and there are lingering issues around keeping staff engaged with the business during the critical first few months.
In short, HR technology is very powerful, but because it is disjointed and operated in silos, its effectiveness is very limited. Running a recruiting exercise becomes a very resource intensive process. Additionally, there are plenty of statistics that show that bad employee and candidate experiences significantly contribute to staff turnover and poor results. Many of these negative experiences can be attributed directly to HR departments unable to work effectively using the tools that should be helping them in their day-to-day work anyway.
Part of the recruiting problem stems from the fact that many HR platforms are not designed by industry experts, but by technologists who create solutions that don’t necessarily fit. We recently spoke to an industry executive with a background in recruiting and whose company, Hireology, is a technology company built on specific experience of day-to-day work in recruiting and human resources.
Adam Robinson founded Hireology after 20 years of experience working in the recruiting departments of large companies, sourcing and shortlisting candidates for high turnover industry sectors such as car dealerships, healthcare providers and hospitality. By 2010, he had created software that handled the entire recruiting cycle for a range of clients – and those clients kept asking if they could buy the app for themselves. Hireology was born.
Now operating in SaaS mode, the Hireology platform helps solve many challenges in hiring people today – in a market where, Adam told us, “It is not uncommon for a qualified candidate […] have five, six, ten or more opportunities on the table. So employers just don’t have the influence they did. And I think we’re in it [situation] for a while.”
The search for very high-end executives has always been a very competitive field, but today the same types of competition between employers now operate in basic talent – at average salary levels or for skilled hourly positions. So employers need to do something different to get the right people to cross the threshold and enter the company. In what Adam calls “the candidate economy,” this is a difficult choice.
Changing it starts with multiple channels, this is where traditional technology not specifically designed for this purpose begins to multiply, and these data silos begin to emerge. “It’s not enough to just use LinkedIn and hope it works. You really have to take all the approaches. [Hireology] begins to evolve with the employment “brand” of companies, such as their own organically hosted career site. [We ask] do you do your best when candidates come to research your site? Is your career site set up to look great on mobile? Is it correctly indexed by search engines? Does the content reflect the culture, the ‘what’s in it for me? ” culture? [Does it go] beyond the simple points on the job description? “
The Hireology platform can pull statistics and data from all the channels a company uses for recruiting, so decision makers can see analytics that tell them which channels are working best for them. The user may know that it’s worth sponsoring a job posting on a well-known site or social channel – and Hireology makes that process easy, right from the same interface. In fact, the platform can also be used to create new channels. It can now fuel employee referral programs that inspire existing employees to recommend the right candidates for new roles.
Even after finding the right candidates, smooth and professional communications during the next process are seen by prospects “as a reflection of the quality of the management of the company”. Putting the quality you need presents the organization in its best light, and it’s much easier for Hireology customers:
“You get tight deadlines. [Candidates] submit a resume, they receive a response immediately. The follow-up is clean, professional and timely. It’s easy to communicate by text, not email – anything a candidate wants to do in today’s market. They want to go fast, they want their time to be respected, they want to discover the company and have a quality experience. This is what our platform enables our clients to do.
Each candidate knows that each step of their application is an opportunity to see if the company is right for them: impressions of professionalism count. This is especially true during key moments such as an interview, an employee’s first day, onboarding activities, team presentations, setting up the required tools and technology in the workplace, etc. You are wrong, and what is going on? “You put all that time and effort into getting them on the payroll and then they backfired in the first six months because you don’t have the internal support system to make them successful.” , explains Adam. “A big part of what we do is help our clients with technology improve the quality of their hiring and onboarding process.”
Ultimately, recruiting is a business process undertaken by both parties in a potential contract. “The central concept here is that jobs are products, you think of it like any other product in the market today: you have to be exceptional and retail that product. Think of a job as a product and you see your candidate pool as a consumer base. The questions you need to ask yourself are: Are the jobs marketed with the features and benefits that this consumer base is looking for? “
Independent research has shown that new employees who take a structured onboarding program are 58% more likely to be in the organization after three years. It’s numbers like this that should make this aspect of a new hire experience a priority in its own right. The opportunity that Hireology offers covers this need and goes much further, throughout the recruitment journey.
When the technological tools used by HR are disjointed, the commercialization of roles, standardization of onboarding, and long-term staff retention all become very difficult to achieve, time after time. The irony is that no software developer has ever written code to waste a business’s time and money – but the sad truth is, this is what is happening now, in businesses across the country. across the country.
Hireology was built by experienced professionals at the forefront of HR, and it shows. It solves the problems inherent in recruiting functions of all types of industries, industries that need good people, and all from a single platform. End to end, it covers marketing, communications, onboarding, engagement, relationship building, and more.
You can find out more about Hireology on the company’s site or go see for yourself with a demo. Adam Robinson’s experience (and the team he has assembled) comes from recruiting but comes with technology designed for recruiters. Instead of piecing together recruiting tools on a piecemeal basis, you owe it to your organization to check out Hireology’s all-in-one solution for yourself.