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RMS (Recruitment Management System)

What is an RMS (Recruitment Management System)?


A recruitment management system includes a wide range of functions, including the Applicant Tracking System (ATS) for managing job postings, resume filtering, interviewing scheduling, employee onboarding and customer relationship management-type function to keep applicants connected and engaged.

An RMS automates the routine of recruitment and supplements the function of an ATS. Where an ATS posts job requisitions and tracks the application process, the RMS goes further by automating additional manual tasks, helps HR engage with candidates, and improves the matching of candidates with the right job opportunities.


Benefits of a Recruitment Management System


1. Improves recruitment productivity

With traditional recruitment processes, recruiters are often confined to an office space to carry out recruitment processes, or more inadequately, have to carry out paper-based processes manually. This eventually leads to decreased productivity and makes the process more prone to human errors. But, by giving recruiters access to all hiring data from a single platform, a recruiting tool can increase productivity, make the process more efficient, and less prone to human errors.

2. Better communication and efficiency

For a competitive function such as recruitment, it is critical to maintain quick response time and communicate seamlessly with HR and potential candidates. Delayed communication can result in losing qualified talent. A recruitment management software can effectively speed up the whole process, allowing recruiters to collaborate with their team, keeping candidates in the loop always, and significantly reduce the snooze time.

3. Streamlines candidate data

Imagine reviewing, storing, and structuring hordes of candidate information manually and on paper. Not only is it time-consuming, but is also wasteful of HR’s resources. With an online recruitment software, recruiters can digitally store candidate data and also easily retrieve the relevant information.


4. Automates the recruiting process

This benefit is virtually pretty evident, but needed stating. A recruitment management system solves the problem of manual and tedious recruitment tasks by automating them. This empowers recruiters by giving them more control of the human side of the hiring process, like holding in-depth interviews with candidates.

5. Improves quality of hires

One of the most obvious reason to to create an effective recruitment process is to find better candidates and improve the quality of hires. First, the RMS speeds up the hiring process from requisition to selection, and provides automated features such as auto email communication, interview scheduling, and engaging with candidates. This also contributes to the organization’s brand awareness, encouraging candidates to choose you over your competitors and even referring candidates to your business.


Features of an RMS


1. Automating time-consuming tasks

Recruiters are strapped for time and manpower with the increase in hiring volume. Which is why automating repetitive and time-consuming tasks is such a necessity. An RMS automates processes like resume screening, sourcing, candidate outreach, and interview scheduling. So, when you figure out the tasks that take up too much of your time, choose a technology that enables you to shed-off all that weight.


2. Easy software integration

Recruiters need a process that is quick and easy, and integrates just as well with their existing processes. With the presence of RMS partner marketplaces for complementary software tools, it is easy to find a recruitment software hat integrates well with your existing software.

3. Candidate management

The ATS may be a great tool for active, inbound candidates, but may not fare as well for passive candidates. A study by Lever shows that 30% of hires are sourced from the passive candidate pool - which is the second most source hire after applicants. So, the online recruitment software should help you find, organize and reach out to passive candidates, whether they are sourced externally or internally from your own existing database.

4. User-friendly and intuitive interface


Apart from a robust software, the user interface and experience needs to be seamless, intuitive, attractive and user-friendly. The best recruitment software should have options for customisations, drag-and-drop functionality, and automated data entry.


5. Recruitment analytics and reporting

A company’s recruitment efforts results in data, which makes the process data-driven, which also means that you need to derive insights quickly to make sense of the data. To understand how well its recruitment software is functioning, they require information such as the sourcing channel of candidates, time to fill rate, cost per hire, conversion rate, and more.

This data can help recruiters understand how well their efforts are going and what processes can be improved. And when they identify a function that is underperforming, the data will help them justify in investing in a better recruiting tool.

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