4 Reasons HCM Modules Fall Short When It Comes to Recruiting

Learn why recruiters need a “best of breed” solution to win the war for talent from our expert webinar with Glassdoor and SmartRecruiters.

Companies often push their talent acquisition (TA) team to use the recruiting module of the human capital management (HCM) system already in place to manage employee facing administrative tasks like payroll, benefits, and performance tracking. On the surface, it seems like a good idea. IT is happy because there are no further integrations needed, and finance thinks it will be better for the bottom line. However, time and again, we see that the costs greatly outweigh the benefits.

For a deeper understanding as to why HCM solutions aren’t the software answer for recruiters, we turn to four takeaways from our “Hire Smarter” webinar with experts Rob Symons, VP of Northern Europe at SmartRecruiters and Ravi Edwards, sales leader for EMEA at Glassdoor.

Scale: Recruitment happens on a scale more comparable to sales or marketing than employee management. For example, the Royal Post hires 30,000 temporary employees every year around Christmas. In order to hit this target, they have to receive one-million applications, and one can imagine that the number of marketing touches has to be exponentially greater. Companies who chose to use HCM recruiting modules may think they are saving money only to be surprised by rampant server expenses.
Interface: Employees may deal with clunky systems (when it’s crucial to their job function), but candidates (and many hiring managers) certainly will not. Sixty percent of candidates abandon job applications midway through because they are too complicated. A consumer-grade user interface (UI) is a must, that means the system uses design philosophy to ensure little or no training is needed to navigate the platform (think Facebook or eBay).
Compliance: The newly enacted General Data Protection Regulations (GDPR) in Europe, and similar legislation in England and California, are elevating the level of concern around the proper handling of candidate information. A system without compliance at its core forces teams to create timely manual solutions that negatively impact productivity.
Complexity: Recruiting is a complicated process with many moving parts. Most hires are made with a minimum of 15 resources. For example email, text, social media, job boards, psychometrics, background checks, video interviews, digital signature, and the list goes on. The recruiting system needs to support these applications, and HCMs just can’t.

The bottom line is, HCM is an internal-facing system that cannot keep pace with the recruiting demands of today’s talent economy. TA needs more than applicant tracking systems (ATS), they need dedicated talent acquisition suites (TAS) in order to remain competitive.

To learn more watch the recording below, or join us live for our next webinar with Glassdoor, “How to Hire Smarter – Discover how data-driven recruitment can revolutionize your business – from hiring at scale to measuring success”, December 5th, 2018 | 11 am GMT. Register here!