How to avoid bad hires using recruitment software
Sydney, 5 June 2021, ZEXPRWIRE, The cost of a bad hire is quite substantial. And the higher position of the new employee, the bigger the price to pay. So, recruiters depend on recruitment software to ensure that they are taking the correct steps to source and hire only the best candidates.
What is considered to be a bad hire?
Employers understand bad hires to be the new employees who seem to lack the skills they asserted to have to do the job they were hired to do. If the new staff also has a bad attitude, lacks teamwork and doesn’t fit in the existing company culture, it can disrupt the working atmosphere in the office. All these factors point to the employee being a bad hire.
What are the consequences of a bad hire?
One bad hire can greatly set back a company. Teamwork and good collaboration skills are essential in every workplace. A negative attitude can be very disruptive and impacts the productivity of more than one person. And if the new staff, who was hired based on their proclaimed skills, does not have the required ability to do their job then it takes an investment of time and effort to train them. This is detrimental to the company.
So, hiring the wrong person leads to a waste of time and money. The amount spent on recruiting, the salary paid to the employee, the time spent on onboarding and training, the period of unproductivity – all these build up to form a substantial cost to the organisation. Productivity and efficiency are directly hampered. There can be a lasting negative impact on the company culture.
The organisation will have to replace the employee and hire new staff. That again demands additional recruiting effort, time and money. To avoid this circumstance, smart recruiters leverage the features of recruitment agency software and utilise it to make the best hiring choices.
Recruitment software and the way to making great hiring decisions
Every modern recruiter knows the value of recruitment CRM. One of the advantages of using this CRM software is its ability to source great candidates and filter applications. All this is also done as quickly and efficiently as possible.
1.Identifying suitable candidates
Recruiters must be perceptive when candidate sourcing so that they make smart decisions from the outset. Recruitment software’s CV parsing feature swiftly picks up keywords from applicants’ CVs and highlights the ones appropriate for the role. The software seamlessly integrates with social media platforms, too, which is very important when talent sourcing. Because social media is often the first place to seek new candidates, it is very helpful to be able to copy candidate information automatically and keep all the communication organised in the recruitment software platform.
2.Filtering the best applications
Once a great list of individuals are identified, it is time to narrow down the list further and focus on the best ones. This requires sifting through all the applications again. Skills assessment tests play a crucial role here. Recruiters must use good recruitment software that fits well with a skills testing software. Skills testing candidates is the best way to confirm that there’s no skills exaggeration and also to classify the level of candidates’ abilities. The numerous tests include psychometric skills tests which help determine whether an individual would be a good fit in a company by testing their communication, collaboration and leadership skills.
Hence, recruitment agencies must take the help of robust recruitment CRM software solutions available in the market to ensure that they help the hiring companies make the right choice in one go. Interviews are not capable of providing a comprehensive picture of a candidate. It takes a combination of a strong CV, an interesting cover letter, skills test results, and interviews to make sure that the right candidate is being hired.
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