”I have a question”: Transparent processes for efficient recruitment

As in all areas of life, it’s often the little things that eat up the most time in HR. Every day, HR consultants have to deal with tasks that slow them down in their core business - the final placement of suitable candidates: applicants inquire about the status of their process, clients need an invoice, the customer cannot be reached. The list of recurring inquiries can be continued almost endlessly.

The situation is similar for clients and HR managers, whose workload continues to increase. In larger companies and corporations, they act as a central point of contact, providing services for different departments or teams at the same time. This means that they receive and have to manage a large number of applications and, if necessary, offers from HR consultants.

Using information to increase satisfaction

The goal must be to get a handle on this kind of “heckling” in such a way that the actual main task of recruiting becomes the focus again without major distractions. If the recruiter has more time available, he can invest it in his customers: Personal conversations and a deeper understanding of the client’s needs lead to stable customer loyalty, but require capacity.

On the part of the commissioning HR departments, too, the often necessary follow-up inquiries with the personnel consultant block the workflow. Those in charge would like to keep track of their recruiting assignments. They would be helped if they could access information independently at any time instead of having to contact their HR service provider every time.

Automated processes can prevent slowdowns

If information is available digitally and automated for all sides, many time-consuming process steps such as inquiries or research on facts are eliminated. Possible information available at any time includes, for example:

for HR managers

• Current and completed assignments with the recruiter
• Candidate profiles (possibly commented by the HR consultant)
• commercial data (offers, invoices, etc.)
• submission of new orders for candidate search
• interview preparation with candidates

for candidates

• current and old applications to the recruiter
• status of current applications in the Hiring Race
• available/received services (CV consulting, coaching; serves as cross-selling - and upselling measure at the same time)
• automated suggestions for job offers

For implementation, current and historical data is made available via a web portal and/or an app with push function. HR managers have direct access to relevant data and candidates can independently keep track of the progress of their application process.

As a result, HR consultants can concentrate on their core business and do not have to waste a lot of working time every day on recurring, time-consuming tasks. A positive side effect is that clients and candidates are also well informed and completely satisfied with the recruiter’s work.