• It has been said that staffing management is only as good as its ability to save money on personnel. To do this, many organizations are turning to vendor management systems to handle the recruitment of large quantities of candidates. By harnessing technology, today’s human resource department is better equipped to handle the challenges of staffing in a high-demand environment.

    A vendor management system, or VMS, allows staffing professionals the ability to pre-screen and onboard multiple employees at once, which reduces the costs of recruiting, new hire administration and employee succession planning. This can be especially critical when it comes to sourcing specialized candidates to fill assignments in rapid-growth industries. There are, however, some pros and cons to using a VMS for managing large numbers of candidates. Let’s review these pros and cons.

    Pros of VMS

    Pre-screening and testing of candidates allows for confidence when selecting candidates. Those with the highest-rated skills go to the top of the pile, while rejecting those that lack the right skills before the interviews take place.

    New hire orientation can easily be managed via the vendor management system, before employees start on the job. This frees up the HR department to focus on other important aspects of on boarding new hires, and complies with state and federal laws.

    Multiple candidates can enter their skills, educational, and experience levels so that recruiters can search for potential hires based on critical job skill needs. This allows for ease in finding candidates to quickly fill assignments and fill customer demands, for short-term or long-term personnel.

    Staffing agencies and HR departments can track staff hours against project-approved budgets to keep a careful eye on their personnel costs. Reports allow the ability to evaluate hiring practices and streamline future processes.

    Cons of VMS

    Some candidates who may have been suitable for particular assignments fail to complete the VMS pre-screening process, or test low for their skill levels when this takes place on a large scale. The testing process cannot always be accurate, as candidates may also get help when answering the questions, from previous applicants.

    Costs for personnel may rise initially during the purchase phase of the enterprise level VMS, although this system pays for itself over time. Additionally, some HR staff may be eliminated and replaced by software.

    Clients may choose to place a work order on hold or stall things, even if a large supply of suitable candidates are located and ready to go to work. This can reduce the effectiveness of the VMS significantly, so capable recruiters must manage it at all times. Luckily, some VMS, like Avontis, have Vendor on Premises solutions to help manage the process efficiently.

    If you would like to learn more about how a VMS solution may benefit your large-scale staffing needs, be sure to contact Avontis today.

    This entry was posted on Friday, March 23rd, 2012 at 3:00 pm and is filed under Solutions, Technology. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
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