The Turning Point - When should you stop recruiting with spreadsheets?

Growth is an important goal for any business both in terms of head count and revenue. Usually, growth in employee numbers precedes growth in revenue.

Sounds simple doesn’t it? In practice growing head count is often messy and rarely proactive. In most cases a new hire is only onboarded several months after the need for that hire is identified. This reactive hiring strategy places additional strain on the departments across the business.

None more so than for HR and recruitment, who have the dual responsibility of managing existing employees and attracting enough quality candidates to successfully increase headcount.

This period of time in an organisation’s life cycle is an inflection point. Like a coiled spring, if released quickly, the energy released can propel the organisation to the next level. If released slowly, however, the stored kinetic energy is all but lost.

In other words, when faced with a requirement to grow head count, organisations need to move quickly in order to maintain momentum and onboard the right people into strategic positions.

From a technology perspective, it is at this point that moving away from managing recruitment using spreadsheets becomes a necessity.

The Limitations of Spreadsheets

Spreadsheets can be a flexible application that can be quickly set-up to manage small scale recruitment campaigns. However, as volume increases the cons of spreadsheets start to outweigh the pros:

  • Communication with candidates becomes more laboured and time consuming.
  • Version control issues can result in teams overwriting important data or working with out-of-date information.
  • Compliance documents can be stored in unsecure or multiple locations.
  • Candidates can easily fall through gaps in the process.

All of this can lead to delays and complexities in onboarding candidates quickly and effectively. The knock on effect is missed revenue growth, missed targets and slower than expected business expansion.

The Solution

Recognising the signs of when your organisation reaches its turning point can be the difference between meeting growth projections and falling short.

One way to make sure you can get the right people into the right positions in a timely manner is to move away from spreadsheets to dedicated and fit-for-purpose recruitment software. Recruitment software can allow organisations to reduce time to hire, ensure processes are followed, create the right candidate experience and ensure that compliance is met. Automated tools can lessen the burden on HR and Recruitment teams.

Success Story – making the move

Eploy customer, Peter Brett Associates, recently moved away from spreadsheets to dedicated recruitment software. Read the full case study to see the difference dedicated recruitment software has made to their business. 

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