eConscribi recently attended the 16th annual Zukunft Personal exhibition in Cologne, Germany. Zukunft Personal is Europe’s largest Human Resources Management exhibition, and this show marked eConscribi’s fourth consecutive appearance. “Zukunft” is German for “future”, and “personal” means, well, “personal”, so “Zukunft Personal” essentially translates to “Human Resources’ future”. The three-day exhibition welcomes a global array of HR decision makers from a variety of organizations, including private companies, government entities and non-profits.
Our booth was busy throughout the show and we had the pleasure of talking with a number of interesting and inspiring HR folks. The only downside to this welcome popularity is that we didn’t have much time to listen to the show’s great speakers; however, while browsing the show’s program, we saw that buzzwords like “qualified employees”, “motivation” and “ROI” (Return on Investment) were common threads in several speakers’ presentations. Moreover, during our many talks with HR professionals of all titles and organizational backgrounds, we continuously heard key terms such as “online assessments”, “interview tools” and “social media”.
Which got us thinking: how can these words be framed in an eRecruitment perspective?
First off, an eRecruitment solution is integral to finding/developing “qualified employees”. Of course, you could argue that continued employee education and training is a major part of this, and you wouldn’t be wrong. However, finding the right employees is a big part of what an eRecruitment solution is all about. For example, taking the time to devise thoughtful, incisive online screening questions will make it easy for you to rank your virtual list of applicants by relevance and qualifications. In fact, this topic is so important that one of our upcoming blog posts will focus specifically on screening questions and answers.
Secondly, we’ve said it a hundred times and we’ll say it again: we LOVE eRecruitment. Our sole motivation is to maximize opportunities to make our customers’ lives easier by providing them with the software tools to help them hire the right people for their organization. We realize that even the best eRecruitment solution won’t have a significant impact on the motivational efforts that organizations use to keep employee energy and morale high, but nevertheless it does play a role. For example, an eRecruitment solution can help you hire employees who are not only qualified, but motivated too. Talk about a great opportunity to kill two birds with one stone :-). Thirdly, we’re positive that any Human Resources employee would be more motivated for work every day if they knew that they could rely on an eRecruitment solution to handle the heavy administrative processes related to recruitment, allowing them to maximize their time spent on the dynamic part of the recruitment process – interviewing potential candidates and finding the perfect fit for the company.
Which brings us to ROI. If your company doesn’t yet use an eRecruitment solution, we don’t doubt that you still handle your recruitment process efficiently and expediently. However, with an eRecruitment solution you can tap into a host of ROI-friendly features: a nifty system that will enable you to stop spending countless hours confirming receipt of hundreds of applications, reading dozens of position-irrelevant resumes, and sending a rejection e-mail to the 99% of applicants who weren’t hired.
These are only a few of the many great benefits to be gained from an eRecruitment solution. We’ll share additional benefits via this blog – and of course, you can always contact us to speak in person.
In our next post, we’ll delve deeper into online assessments, interview tools and Social Media, and the role that each plays in eRecruitment. Stay tuned!