recruitment management system

Recruitment management systems using advanced tech

The ranking systems use algorithms to analyze an employer's workforce. The technology may look at incumbent employee performance reviews, resumes and other records to identify the characteristics of a firm's most successful employees. These technologies look for patterns in this data, which is a machine learning technique. This informs the ranking system that employers use to select applicants to interview.

Recruiting software systems are also deploying anti-bias technology. It can analyze job postings to flag words and phrases signaling gender preference, for example, which can discourage some applicants. The anti-bias technology is also applied to hiring. A hiring manager, for instance, may favor graduates of certain universities. The technology can exclude this limitation. The focus is on identifying applicants who best meet the job requirements.

Simplification is another aspect of a recruitment management system

Recruitment management systems are also getting friendlier. Applicants may see a chatbot on an employer's job page that's able to converse and answer questions. A chatbot may replace a long and tedious FAQ section.

Ease of use is also a goal. Instead of pasting in a resume, applicants may only need to supply a LinkedIn link. Once these systems learn a little about an applicant, it can suggest other jobs that may fit their skill set. The intent is to engage the applicant and keep them interested.

Online recruitment management systems, offered by third parties, create a one-stop application process for job seekers. They may augment, but do not replace, an employer's recruitment management system.

For employers, online recruitment management systems manage job ads and provide a curated list of job applicants based on their own analysis. Features include an applicant tracking system capability and, often, the ability to integrate with their customer's existing applicant tracking system.