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Change | More ways to succeed in transforming Recruitment & HR Systems

More ways to succeed in transforming Recruitment & HR Systems
Promoted by Eploy

In part two of our ‘meet the expert’ insight, Radhika Mitchell, Head of Implementation Services at Eploy, looks at more ways to make your Recruitment and HR systems transformation a success.

How do culture, values and EVP fit into the changes you are about to embark on?

If we take implementing a new or replacement recruitment system, everything you put into your new recruitment system should shout about your culture, values and EVP to consistently communicate your employer brand. From the first email, your candidate gets thanking them for registering their interest in working for you, to the offer letter they receive when they are offered their perfect role. Candidate engagement is far better when candidates can start buying into you as a company, and this allows them to see what sets you apart from the rest!

A ‘good luck’ text message on the day of a candidate interview and ‘keep warm’ emails do make the difference in fostering engagement. Make sure you factor candidate communication into your end to end recruitment process to make those little changes that ensure your candidates have the best possible experience during the recruitment process and beyond.

Your career site should act as a talent magnet. Long gone are the days of boring standardised jobs pages. Candidates need to be engaged by informative content about working with you, your culture, values and benefits to put you ahead of the competition. Help your candidates find their ideal career with engaging search engine optimised landing pages. When implementing system changes, think about how your career site integrates with your Applicant Tracking System and Recruitment CRM for a smooth candidate experience (and then how your recruitment system integrates with your HRIS and Payroll systems).

There is a separate blog about which types of content will you find on peak-performing career sites .

How can project teams be sure they are scoping projects in the best way and not just replicating/automating what is already in place?

It would help if you were clear about the reasons you are looking to implement a new Recruitment or HR system. This could be because your current system does not meet your business requirements, but it could also be as part of a more comprehensive transformation project that supports your new way of working.

Either way, you need to make sure you are reviewing your whole end-to-end recruitment process and looking at what works well (but could still be improved), but focusing on what doesn’t work well, why this is, how you would like it to work and what integrations and ‘add ons’ you may need. It’s essential always to be thinking of solutions to your problems as you come up with them. Keeping your end goal in mind will help you come up with these solutions. 

Recruitment & HR transformation projects most often run alongside ‘business as usual’ – what’s the key to making it work?

As you implement a new system, it is unlikely your day to day recruitment will stop, so considering your day job and capacity is essential to the success of your transformation project.  We would always recommend where possible that you have a Project Manager driving the project forward and ensuring you are on track. Where this is not possible, it is essential to make sure can allocate a Project Lead and then bring in extra support to help this person. You want to make sure you get this project ‘right first time’, so it is worth investing the right amount of time into it. Making sure you set an achievable project plan is vital. Consider resources available to support the implementation tasks and day job, but also factoring external events that could cause delays to projects like holiday seasons, company events/launches, third party involvement, etc. 

Progress updates are essential. Slippage in the project plan can lead to lengthy delays. Holding weekly ‘Progress Update Calls’ with your Project Team to review and measure progress and ensure you are on track. I would recommend providing regular progress updates to Project Leadership too to keep them up to date and engaged in the project. 

Learn from those who have done it! Free case study download - How Marston’s PLC approached the candidate journey and embedded a clear EVP.

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