The Best Hiring Management System For Your Company



Is your hiring process holding you back from getting the best candidates on board? It takes an average of 36 days to fill a position, yet the best candidates are on the market for an average of just 10 days. That disparity shows why it can be tough to move fast enough to find and bring in the right person for the job. 


Your HCM gives you the speed, accuracy, and efficiency to manage employees’ processes at all stages of their careers. But what about a system that expedites the process BEFORE people become employees?


A hiring management system that works with your HCM can bring new prospects through the process quickly and seamlessly convert candidate information into employee data, helping you get people ready to work faster. Now, more than ever, this collaboration is critical to help organizations act with speed and flexibility.


Hiring struggles highlight the need for efficiency

Being able to recruit and hire new employees is a critical aspect of an organization's short and long-term success. Yet many companies struggle with this process. Although unemployment is high, businesses still struggle to hire the employees they need. For some positions, wage competition between wages and unemployment benefits and concerns about health risks for frontline positions makes it difficult for companies to find employees. 


But even before the pandemic, finding the right people and bringing them into the company was challenging. If you’ve ever identified a promising candidate, only to have them disappear during the interviewing process, you, like 83% of companies, know the frustration of being “ghosted.” While there are several reasons why a candidate drops out of the interviewing process, as approximately 60% of candidates quit because the process took too long. 


Sixty percent of candidates have quit because the process took too long — and that’s just from the candidate’s perspective of the time-to-hire. That timeline doesn’t include time-to-fill, which starts once the job is posted until the job offer is made. That process is even longer from the organization's perspective. A long vacancy is taxing on the organization. If your promising candidate drops out of consideration because they are tired of waiting, it’s hard to get internal interviewers invested in starting the process again. 


Yet until that job is filled and that new hire is up to speed, the department or team has to cover the open position’s responsibilities, which not only adds stress to an overwhelmed team, it also can have a significant negative financial impact on the business as a whole — slower pipeline velocity, lower revenues generation, and less profitability. 


Hiring hiccups can occur throughout the process

No one means to slow down the hiring process. But other priorities can quickly get in the way, especially when everyone is busy.  A slowdown in the hiring process can occur at different points, such as in the time it takes to post jobs, stack resumes for comparison, schedule interviews, or get consensus for a hiring decision. And with each delay, your ideal recruit can get lost in the process. A hiring management system simplifies the steps of finding the candidate and bringing them onboard.


What to look for in a hiring management system

A hiring management system should make your job easier while increasing accuracy and ensuring no candidates slip through the cracks.  In addition to being intuitive so managers can learn it quickly, other aspects to look for include: 


  1.  Does it meet all of your current and future needs? Some systems focus simply on tracking candidates. Others may focus on sourcing candidates. While you may initially only need one or the other, eventually, you may require a solution with capabilities to:
    • ​​​​Post to online job boards, free job sites, and social media network
    • Enable applicants to apply by text
    • Text message candidates
    • Import candidates’ resumes and store in one location for each position
    • Tag applicants
    • Coordinate interviews
    • Create custom documents for onboarding


  1.   Does the hiring management system fit in with your HCM? Does information flow seamlessly, and is the hiring platform white labeled, so it coordinates with your brand? It can be confusing or cause hesitation when you ask an applicant to enter personal information into a system that appears to be unrelated to the company they are applying to. Ideally, the hiring management system would provide consistency by using your brand.

  1.   Does the hiring management system help you improve your process? This goes beyond managing workflow and means using analytics to help you identify slowdowns and your most effective recruiting channels. 


At SyncHR, our favorite hiring management system is Hiring Thing, an open recruiting platform that makes hiring more manageable, and integrates well with our HCM. Together, Hiring Thing and SyncHR create a streamlined process from job posting to hire and through the employee life cycle. This ultimately saves you time, frustration and money, and helps you get the right person in the right position faster. To see this in action, click here to schedule a demo




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Pamela DeLoatch

Pamela DeLoatch

Pamela is a freelance marketing writer who specializes in Human Resources and HR technology. With 16 years of HR and writing experience, combined with a journalism degree and an MBA, Pamela delivers compelling content that engages the audience and effectively conveys the marketing message.

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