Implementation and use of a HRIS system requires specialist knowledge. This knowledge might come from training or experience, but either way, it needs to be brought into a company, usually through HRIS recruitment advertising.
But what’s the best way to go about this? How do you find the right candidate? And what should you be looking for?
Our HRIS Recruitment Tips
Spend More Time on Your Job Description
Far too often, a job description is something thrown down in a hurry or even copied from a listing made by a competitor and found online. Even in companies that ,ale a point of writing their own, it can be treated as a chore to dash through.
The theory behind this is simple. The new employee or contractor should be experienced enough to do the job, but otherwise should be available as cheaply as possible. Therefore, a job description consists of bullet points requiring years of experience with two to three essentials, a few notes about the commute (if any), and a quick listing of business perks has become the standard.
There are two big problems with this strategy. The first is that it will usually be missing other factors which are almost as important or actually as important as the ones on the advert. If you’re looking for an iTrent developer, they need to know iTrent, but you’ll want them also to be familiar with any systems you might need to integrate. You may need familiarity with your business field.
It’s better that these factors be listed than left to chance. It will make screening candidates much more efficient.
The other issue is that these job descriptions do nothing to stand out from the crowd. They won’t win any new attention, and that may mean losing out on the best candidates as they look for something special.
Advertise in the Right Places
Since we’ve brought up how difficult screening candidates can be, let’s get something else out on the table. Any job posting will always get some amount of unqualified or otherwise inappropriate candidates applying. For many roles, this isn’t a big issue; for roles in the HRIS field, legitimate applications can be completely swamped and impossible to find.
Advertising on the big job boards is therefore a risk. Instead, consider reaching out through modern avenues; specialist boards, recruitment forums, LinkedIn, or through recruiters with a genuine focus in your area.
That last one can be even more effective – why should you be sorting through unqualified candidates to make your shortlist when you can let your recruiter do it?
Shortlistling is a Skill
Finding the right candidates can take some time, especially if it has to be done by interviewing all of them. Boiling down a list of qualified candidates to those who also match with company culture and outlook is a major additional challenge. It requires, as well as a review of their CV, at minimum a phone call to pre-screen them, and often an in-depth conversation that might not be out of place being described as an interview.
This also requires someone who understands the process inside and out. Ultimately, shortlisting candidates is a valuable skill, and in HRIS recruitment knowing every question to ask is another skill all its own.
Contact our HRIS team and we can discuss these ideas in more detail, as well as getting a more detailed breakdown of the job role.