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Software as a Service to Manage Third-Party Recruiter Relationships

Comments Off on Software as a Service to Manage Third-Party Recruiter RelationshipsWritten on September 14th, 2011 by
Categories: Corporate Recruiters

Thanks to the Internet and advances in supporting technologies, the availability of software as a service (SaaS) application software is growing ... and for good reason. These hosted turnkey solutions provide organizations with a means to utilize world-class software applications without the high cost of in-house implementation and support.


Corporate recruiters well understand the significant value, and challenge, of managing multiple independent recruiters in a standardized fashion. They know that traditional relationship management techniques simply do not lend themselves to a standardized approach. Fortunately, SaaS third-party recruiter relationship management solutions provide an answer. These hosted application software solutions, by their very nature, require conformity to a standardized approach - of great value to the corporate recruiters and third party recruiters who use the solution.


When considering a SaaS solution, corporate recruiters would be wise to develop a feature and functionality roadmap to guide their evaluation of available solutions. This roadmap should evaluate the SaaS solution from the perspective of the benefits derived by the two parties most impacted by its' use - the corporate recruiter and the third-party recruiter. Feature and functionality elements should include:


Candidate Related:

  1. Communication. Third-party recruiter access to corporate recruiters should be limited to those who have consistently proven their value ...  communication between them should be standardized, structured and electronic.

  2. Job Postings Control. Controls should be in place that enable corporate recruiters to limit third-party recruiter access to job postings.

  3. Job Postings Access. Access to corporate job postings should be limited to third-party recruiters who are invested in client success.

  4. Job Descriptions. Requirement to describe jobs in a standardized structured fashion.

  5. Submitted Candidate Feedback. Following submission of a candidate, corporate recruiter feedback to submitting third-party recruiter should be rapid, structured, and electronic.

  6. Interviewed Candidate Feedback. Following a candidate interview, corporate recruiter feedback to submitting third-party recruiter should be rapid, structured and electronic.

Administrative Related:

  1. Agreements. Third-party recruiters use of the SaaS solution should be contingent upon their acceptance of pre-established corporate recruiter terms and conditions.

  2. Fee Structures. Third-party recruiter use of the SaaS solution should be contingent upon their acceptance of published corporate recruiter fee structures.

  3. Corporate Recruiter Costs. The solution should be available at little or no cost to corporate recruiters.

  4. Third-Party Recruiter Costs. A monthly subscription based model is a favored approach, whereby third-party recruiters pay to participate.

SaaS hosted third-party recruiter relationship management software requires conformity to a standardized approach - of great value to the corporate recruiters and third-party recruiters who use the solution.

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