When it comes to hiring the best candidates, it is often a team effort. Whether your organization is large with multiple departments or a small-scale startup beginning to ramp up recruiting efforts, collaboration, delegation and proper access control are some of the key requirements. To find the best people and scoop them up before the competition, you need to ensure that you have the access control capability to enable your team to easily participate in the process.
You simply cannot address all the recruiting needs of your company, even if you would like to tackle everything yourself. The truth is, the more voices involved in the hiring process, the greater the likelihood you will hire someone who fits like a glove into the overall company culture. Besides, team collaboration and delegation can build up employee engagement, motivate workers to get involved in the future of the company, and promote diversity. No recruiter is an island.
“You’ve amassed years of experience solving the issues being brought to you. But doing so provides short-term relief at a longer time cost. As the organization gets larger, so too will the frequency of those issues, yet there remains only one of you,” said LinkedIn CEO Jeff Weiner in a recent blog post. “Unless you can coach others to address challenges directly, you will quickly find yourself in a position where that’s all you’re doing. That’s no way to run a team or a company.”
So you need your team to keep your recruitment process moving. However, not every member of your team will need access to every aspect of the recruiting process. So how do you keep your team on track while ensuring everyone sticks to their assigned roles?
What you need is recruitment software that allows access control for your internal use.
Why use internal controls in your recruitment software?
Too many cooks in the kitchen can often result in an unappetizing meal. This is why your recruitment software should help you with delegation of specific roles to those on your team. By including these internal controls, you ensure your recruiting team is not stumbling all over each other in the search for your next great candidate.
For instance, without access control, it is possible more than one member on your team might respond to a particular candidate. This can cause confusion in the process and make your company look bad in the bargain. You want the top talent and the best candidates and guess what? These people are also looking for the best companies.
Without proper access control built into your applicant tracking, your organization’s recruitment efforts might just turn off the very same candidates you are searching for. You need delegation to keep the right team members working on the right aspects of your recruitment process.
How do different roles in your applicant tracking system add up to recruiting success?
When it comes to Simplicant’s next-gen applicant tracking system, there are several tiers of access control available to different members of your recruitment team. Below are the four main categories, what they can do, and how you can implement these roles into your internal recruitment process:
Administrator: The administrator is the head honcho and the fearless leader of your applicant tracking system. This person has full access to every aspect of your recruitment process from applications to interviews. If your applicant tracking system was a ship heading full steam ahead for talent island, the administrator would be your captain and navigator.
Recruiter: The recruiter has full access to all your available jobs, and can be made hiring lead on any particular position. Think of the recruiter as the first mate on your journey for top talent.
Hiring Manager: The hiring manager can view complete candidate information as well as add notes and tasks. However, this role does not include modifying job postings or candidate information in your recruitment software.
Interviewer: The interviewer is your deck hand, assigned a specific task to complete. This task is interviewing talented candidates, and therefore the interviewer can only view candidate information and notes for assigned jobs.
Having internal controls in your next-gen recruitment software is a smart way to make sure everyone remains on the correct page in your hiring playbook. A ship cannot sail without smart delegation of labor, and neither can your applicant tracking system help you find the best people without well-established roles for your whole team. Talent is on the horizon, so lead the way with smarter collaboration!
How do you use the access controls in your recruitment software for better collaboration? Share in the comments!