I can really do that? | eBoss for in-house recruitment
The concept: using eBoss recruitment software tools for in-house hiring. What are the benefits? Hiring in-house for your employer is a different kettle of fish to making placements from an agency position. So… Does that mean that the tools required for fulfilling these role need to be different, too? We want to take a look at the realities of these two different types of hiring. Maybe we’re not all so different, after all?
What do I need?
whether you’re in-house or agency, a successful hire can be measured with a few shared criteria:
• candidate satisfaction;
• candidate suitability;
• time costs;
• financial costs;
• long-term outcomes.
The difference between the two types of hiring is the importance which may be placed on each. But eBoss software helps you to achieve better performance in each of these key areas.
60% of candidates will quit the application process because it takes too long. The solution? An application process with an easy opening funnel; that is accessible to every potential applicant. A process which captures the applicants that your competitors are letting slip away. The eBoss API talks to your website and hooks up with your on-page forms. When a candidate completes your web application, eBoss instantly creates a new profile page for them on our database. This can happen day or night, 24/7. And that’s when the magic real starts to happen….
Your candidates are now automatically on your database. They have applied throughout the day and night. When you arrive at work the next morning, you are greeted with a list of new candidate options. What now? Recent polling found that every job receives an average of 29 applicants. But larger firms can receive more than 250 CVs for every vacancy. That’s a lot of workload, whatever your operating capacity. Larger organisation with plenty of resources will nevertheless struggle to process 250 CVs every bit as much as an SME will find 29 a challenge. That’s why we introduced Match. eBoss Match is a background automation and artificial intelligence. It sorts your candidate lists for you, with a single click. Simply go into any open vacancy, click on Match, and the database will order your list from most qualified to least qualified candidate.
Transparent, Fairer Recruiting
The real beauty of Match is that it solves one of your biggest hiring headaches: unconscious bias. When we introduced Match to our system, we were careful to safeguard against existing hiring biases. It means that Match only looks at information that the candidate has provided themselves on their own suitability: qualifications, experiences, skills keywords. Match is blind to personal profiling information such as: name, ethnicity, gender, postal code, or names of past educational institutions. With a single click, you can build a faster, fairer, and more transparent shortlist of top candidates, ready for interview.
Saving Those Golden Second-Chancers
One frustration for in-house hires is discovering two golden applicants and having only one open position. Your eBoss system accounts for this with one very simple function: saved shortlists. Now you can collect all of your silver-medallist candidates into a single list and turn them into Golden second-chancers when a new position opens up. It’s an under-valued feature, but returning to those who narrowly missed out is one of the best strategies for building the strongest possible team.
Mythbusting: What you don’t need
There are also some seemingly standard features which you do not need to success at in-house recruitment. Typically, these are features that are bundled in with the core Applicant Tracking System (ATS) by software providers in order to bump up the service package costs.
Payroll software is the classic upsell. Usually, it’s an integrated spreadsheet which tracks salaries and bonuses the moment a new employee appears on the company’s database. Sounds great. Only…. did you ask accounting what they thought of your new system? And that’s the sticking point. HR may require an upgraded ATS for the modern world. If it comes with an integrated payroll system for little extra cost, that seems like an added bonus. But it means that you are forcing your upgrade onto a company-wide network. Not everybody will be happy for you that your work got easier, when theirs became a whole lot more complicated. When you consider a full-package service for your hires, always think about the breadth of its impact across your whole organisation.
Now. Onboarding is really critical to all of the things we have mentioned: better candidate experience, good outcomes, etc. We are not saying that onboarding software is irrelevant. However, onboarding software is not necessarily the best match for every business. Here’s why: Onboarding is great for simplifying masses of paperwork and reminders. Things like background checks, CV checks, attainment targets being met, that type of thing. But if you are not generating masses of paperwork for these tasks, why would you pay to have them automated for you? The truth is, many HR departments are able to cope adequately with manual onboarding in a way that does not detract from the new employee’s experience.
Agency & In-house: two sides of the same coin
That’s agency and in-house hiring, then. Although the priorities are largely shared, perhaps it is their order of their significance which is the most different. Perhaps working in an agency has taught you that the cost-to-commission ratio is your number one concern on every job. But an in-house recruiters knows that completing your perfect team is worth its weight in gold. You are perhaps willing to take on more costs to achieve that. On the other hand, if an employer is found to have used bias hiring processes while using an agency, they can rescue their damaged image by dismissing that firm and hiring a better one. But if an in-house team is found to hire with unconscious biases, that reputational damage can last a very long time. Full transparency in the way you hire is an increasingly vital part of in-house, and organisations are investing in tools which address that concern.