Choosing a Recruitment Management System (RMS) for your organisation can be a daunting task. There are so many solutions that profess to meet your needs. The first step to choosing a good system is understanding where your challenges lie, and what you need to do to address them. Do you need a solution that can work within your existing infrastructure? Would you like employees to be able to apply using their social media profiles? Analytics will help you refine and improve your recruitment process but can the solution you’re evaluating give you the information you need to help with that? Download our slideshare to choosing the right RMS for your organisation, and learn about the must-have features that are required in a world-class system to meet your needs.

1. 10 TIPSTO TAKE YOUR RECRUITMENT INTO THE FUTURE
CHOOSING A RECRUITMENT
MANAGEMENT SYSTEM
Is your organisation ready to:
- Address the skills shortage?
- Engage and retain the best talent?
- Build a workforce to out-match the competition?
Here are our top 10 tips to choose the right Recruitment
Management System (RMS) for your organisation:

2. Software as a Service (SaaS)
solutions mean lower IT costs for
your organisation, while allowing
you to move with speed and
agility and provide access
anytime, anywhere. Make sure
your RMS is based in the cloud so
that it's instantly scalable to meet
fluctuating demands and has the
added bonus of being
‘versionless’, with no built-in
obsolescence.
Ensure your RMS is based in the cloud
1

3. By creating a unified recruitment
ecosystem you can reduce the
complexity of your partner networks,
decrease administration and the
chance of human error, and deliver a
truly faultless user experience. A
modern RMS should fit in seamlessly
with your existing systems including
HRIS, social networks and apps,
assessment providers and video tools.
You want your RMS to deliver the
perfect customer experience to all who
interact with it — candidates, hiring
managers and recruiters.
Connect up a seamless recruitment ecosystem
2

4. The RMS you’re looking for must be
a flexible, customisable business
solution that offers the depth of
functionality and configurability to
support recruitment practices
within your organisation and
industry. Before you invest, also
make sure your RMS choice has the
ability to streamline and support
volume as well as specialist
recruitment processes.
Ensure your RMS flexes to your organisation
and industry
3

5. Ensure your RMS empowers you to proactively
attract and engage top talent
The RMS you select must include
candidate relationship management
(CRM) capabilities that support
proactive search and employer
branding, utilising social media and
the latest technologies to find and
engage candidates. Don’t get sold an
RMS that outsources CRM
capabilities at an additional cost; this
should be core functionality.
4

6. Advanced social and mobile capability
is now essential to deliver a first class
candidate experience. So when
choosing an RMS, make sure it delivers
a mobile experience that is as good as
its desktop experience, and enables
candidates to use their social media
profiles to apply for jobs.
Mobile-optimisation #1: Prioritise the
candidate experience
5

7. Make sure your RMS is
easy-to-access and use. Use
mobile solutions to empower
hiring managers and remove
bottlenecks to complete critical
tasks, such as approvals. An
easy-to-use system that is
available anytime, anywhere will
have far greater uptake than one
which is complex or tied to
your desktop.
Mobile-optimisation #2: Empower your
hiring managers
6

8. The RMS you select must have the
ability to measure effectiveness and
efficiency of recruitment activities
to support automation and
streamlining. Measuring tactical
recruitment data such as time to
hire/time to fill, should be
complemented with more strategic
measures, such as sourcing
effectiveness, quality of hire, and
depth of talent in the pipeline.
Ensure your RMS includes powerful analytics
functionalities
7

9. Comprehensive onboarding
functionality is non-negotiable in a
modern RMS. Ensure candidates that
transition into new hires hit the
ground running via an engaging and
interactive learning and resource
portal, with automated forms and
trackable workflows.
Ensure that onboarding functionality is
included in your RMS
8

10. A unified talent management (UTM)
solution delivers one experience to
candidates that become employees
throughout the entire employment
lifecycle – from recruitment and
onboarding, to learning, performance
management and succession. Select an
RMS that is part of a UTM solution to
enable identification of the right
people at the right time, and help your
organisation develop, engage and
recruit for the future.
Ensure your RMS sits within an overall talent
management solution
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RECRUIT
RETAIN LEARN
PERFORM
O
NE JOURNEY
ONEPLAT
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O
RM ONE
E
X
PERIENCE
ONE

11. Take a look at the vendor’s track
record within your industry, and the
quality and quantity of the support
they provide. Choose an
experienced vendor that offers a
proven history of client satisfaction
and top-notch service. Opt for a
fixed price implementation and
confirm that your licensing fees
include post-sales support to avoid
hidden costs.
Understand your RMS vendor’s service model
& partnering approach
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12. We are a global talent management software provider with a client base
across 190 countries, including several Fortune 500 employers.
Our award-winning SaaS platform unifies Recruitment and Onboarding,
Learning and Development, Performance Management, and Succession
Planning with Advanced Workforce Analytics running across all modules
helping you to strategically align your talent resources to maximise
employee value and business results.
Visit our website for more information: pageuppeople.com