How to choose the best recruiting tool for the entire company

By Raaid Damati

HR folk take centre in the new technology show  – they, of all professionals in a company, use more social media, analyse vast amounts of data and spend half their time on mobile devices. They are more in tune with the wired and wifi world, with apps and social platforms changing the way they recruit, onboard, train and retain good people.

We’ve seen HR managers among our customers blaze a trail in their use of tools and software to ensure their organizations lead the pack when it comes to finding and developing talent. But as the adage goes – with great power comes great responsibility, and as pioneering people in the people business, be reminded that there’s other software working in other parts of the business that will want to work effortlessly with the software you have.

There are many blogs on the internet discussing good recruiting tools, onboarding software, compensation and talent management, and so on. The value of these packages need to be measured not only in their ability to do the job and do it well, but in their ability to “speak” to the rest of the organization, share information, and manage the hiring, onboarding, compensation, talent management and termination processes that comprise the tenure of employees.

Two things have changed since the old days of software (we’re harking back to around 2007 now) when it took ages for users to get the software system to do for them what they wanted it to do, and it took a long time to decide what software to use. Firstly, software is being delivered in a way that makes it quick to get up and running, cost effective to run and easy to gain user acceptance. The second is that business people like HR professionals are deciding for themselves what software and tools are good for their job.

The first element is great for the business: software delivered on the cloud or as a service makes it more affordable but it also changes the business dramatically – decisions are made much faster and pressure has mounted on the manager who now has the reports he needs daily rather than monthly, and has the flexibility to make decisions and tweak the system to support those changes.

The second element is a little more tricky – you may love using a particular package and you’ve gathered a mine of information that will put you ahead in the recruitment league. But if that software is using code that is not based on industry standards, or does not integrate with the main financial or sales systems, for example, you could find your precious information of no use to the rest of the organization. For example, you may want to access sales quota data when evaluating the performance of a salesperson, or identify training opportunities with them. It’s far more beneficial to see their history from end to end, across all business processes.

If you haven’t done so already, take a trip to your IT department and let them know what you’re doing, and let them explore the software and tools you are using. The way IT is going, they will soon be knocking on your door anyway to discuss how the valuable information you’re gathering about potential and current staff needs to be stored, accessed and shared in your company.

If  you find a tool or software or app that really does it for you in your job your IT department can  review it for you, and let you know if it’s going to be compatible with your organisation’s systems. Even if these tools are external to the company, have them checked out. Also, make a list of the features that really appeal. Your IT guru may just find something that is easier to integrate with what the company already has, but has all (or nearly all), the features you wanted.

Raaid Damati is an industry specialist in Human capital management at Oracle. He leads the sales programme for Oracle’s full range of HCM applications both in the cloud and on-premise. Connect with him on LinkedIn.

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