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Onboarding software in comparison!

Onboarding-Software

Efficient and modern onboarding software is the key to successfully onboarding new employees at your company. Digital solutions structure and simplify the entire onboarding process, reduce organizational effort and ensure maximum transparency and efficiency. At the same time, they increase the satisfaction of new employees through clear communication and professional support from day one. Find out more ↓HERE.

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Applicant management is much more than applicant administration

Managing applicants should be part of the core competence of every HR department today. And in times of a shortage of skilled workers, it is no longer just about managing data, but also about getting hold of the relevant candidates in the first place and persuading them to apply.

Applicant management is an important part of the recruiting process. To effectively manage applications and optimize the application process, companies use applicant management software. This software helps human resources departments to simplify applicant selection and ensure that every applicant is treated fairly and transparently.

HRNeeds checks your requirements and finds the perfect software solution for you in a comparison

Applicant management and recruiting are two important aspects for any company looking for new employees. To simplify and optimize the process, many companies use applicant management software. However, it can be difficult to find the right solution for your own company. This is exactly where HRNeeds can help. The comparison portal compares a company’s requirements with the software solutions on the market and helps to select the right solution.

HRNeeds has developed a special analysis tool that helps to find the right software solution. Companies can tick their specific requirements in this catalog and HRNeeds then compares them with the available software solutions. Companies then receive a detailed list of the software solutions identified – including all the information that helps them make a decision. On request, HRNeeds can also help with the final decision-making process and advise companies on the right software solution.

The power structure on the labor market has shifted

Recruitment pressure on companies is increasing. This is the result of the “NEW HIRING Study” published in March 2022, which was conducted by forsa on behalf of XING E-Recruiting. In this study, 52 percent of the companies surveyed stated that they are facing greater challenges in recruiting than before the pandemic. Frank Hassler, CEO of NEW WORK SE and responsible for the Recruiting and Employer Branding business units, described the situation for companies in the publication as follows: “We are experiencing a turning point in the labor market. Companies now have to apply to talented people, not the other way around. This shift in power will permanently change the labor market.”

Against the backdrop of this development, companies are facing new challenges. However, the Xing study also reveals approaches to tackling these challenges. More than ever, companies should not only pay attention to the qualifications of candidates, but also to whether they are a good cultural fit. In addition, the use of intelligent methods and solutions for the world of work and a proactive and increasingly individualized approach, which also includes the monitoring of potential, are required. Intelligent tools provide effective support for this, the report continues. They can be used to record the different needs of employees and match them with the respective requirements profile.

“Companies need to modernize their recruiting. It’s no longer just about using tools, but also about focusing more strongly on the individual needs of talented people,” emphasizes Frank Hassler. Intelligent data analysis tools could specifically relieve HR departments by taking over time-consuming administrative tasks so that they can focus on their core competence – people and their needs. This is exactly what will be needed more than ever in the future.

How can I optimize my recruitment processes with applicant management software?

Using applicant management software can help optimize your recruitment processes and improve the application process. Here are some ways you can achieve this:

1. Centralize applicant data: Applicant management software allows you to collect and store all applicant data in one place. This makes it easier to access the data and manage applications.

2. Automation of processes: Applicant management software can automate many tasks, such as reviewing applications, scheduling interviews and communicating with applicants. This saves time and minimizes human error.

3. Improve communication: Applicant management software can improve communication with applicants. You can send automated emails to inform applicants of the status of their application or notify them of upcoming interviews.

4. Better tracking and reporting: Applicant management software allows you to track and report on applications, interviews and other processes. This gives you insight into your recruitment processes and allows you to identify areas for improvement. You can also collect and analyze data on the success of your recruitment campaigns.

5. Reduction of costs and time: By automating and centralizing processes, you can save time and costs. You can also increase efficiency and thus reduce costs by analyzing your recruitment processes in a targeted manner.

The advantages of digital applicant management

Intelligent solutions or tools, monitoring, data analysis tools and, in principle, a modernization of recruiting: Is digital applicant management a suitable solution for these challenges?

Daniel Strizeski, Account Manager SaaS at the software service provider softgarden e-recruiting GmbH, says: “In principle, applicant management software only manages applicants. However, we take a broader approach: we don’t just offer an applicant management system, but an applicant acquisition system.” The aim is to use the system to approach potential candidates, persuade them to apply and then manage them in the system. Strizeski explains: “In times of a shortage of skilled workers, SMEs, for example, have hardly any applicants. This is because these companies are not transparent about the application process. Candidates apply, but not to the respective medium-sized company.”

Kathrin Kirchler, Senior PR Manager at Personio GmbH, a specialist in the automation of HR processes, sees it the same way. She says: “A digital applicant management tool not only saves HR teams time and money. It also helps them to find the right candidates.” The employer branding effect should not be underestimated, as companies can make a modern impression on applicants by using a suitable solution. Above all: “Younger applicants in particular simply assume that they can apply online,” says Kirchler.

Matthias Frisch, CEO of HR4YOU AG, a leading provider of HR software, sums it up as follows: “A professional and transparent approach to applicants is one advantage of an applicant management solution.” But by no means the only one. Other factors include time savings and process reliability. This leads to the reduction in administrative tasks for the HR department mentioned in the Xing study. And a focus on their core competencies: people and their needs.

Jobcluster Deutschland GmbH with its product One-Click-Recruiter has specialized in the targeted approach of applicants. The solution can be connected to standard applicant management systems via appropriate interfaces. Alexander Baumann, Managing Director of the company, says: “We are taking an outward-looking approach and automating almost all channels, including employee recruitment functionalities through to future programmatic recruiting.”

Onboarding software: Compare software

Onboarding is about hiring and integrating new employees into the company. How this happens is regulated by internal company processes and reflects the corporate culture.

Onboarding is primarily about welcoming new employees. This includes familiarizing them with the work processes, providing them with the appropriate resources for their work, supporting and guiding them. And all of this should start with the signing of the employment contract.

The onboarding process should begin before the first day of work: Information on how to be received when starting work, the structure of the future department or team and colleagues, contacts and contact information for internal company processes and administrative matters and information on the corporate culture can be sent to starters as soon as the contract has been signed. In addition, the relevant documents can be exchanged before the actual start of the employment relationship, such as the social security card, health insurance documents, income tax card and tax ID.

And a clearly structured induction plan should be in place by the time you start work at the latest. The workplace should also be set up and e-mail addresses created. The IT access required for work should also be available, as should business cards if necessary.

Introductions to colleagues, a tour of the workplace and premises, an introduction to the intranet and feedback meetings should also take place directly during the initial phase. The entire onboarding process, the intensive support, extends over the entire probationary period.

In this way, new employees feel picked up and taken along, they know what to expect.

This leads to trust and satisfaction.

How can software support onboarding?

Software can support the entire onboarding process. It can be used as a reminder or as a checklist that lists all the to-dos. In addition, it can also be used to store all forms and templates, such as welcome letters. This helps with internal work management.

The software can also be used to store all data relevant to the induction period for new employees: for example, rules, guidelines, information on time recording and vacation requests.

The advantages of a well thought-out onboarding process are:

Satisfaction of new employees
Quick and full participation of new employees in the team and at their workplace
Higher productivity
Fewer mistakes
Employee loyalty
Good employer branding