Using technology to change behaviour

摘要

It is well documented that e-Recruit-ment systems can offer many cost and efficiency saving advantages to the employer through automating workflow processes, making tasks easier, removing paper from the process and so on. But perhaps fewer organisations realise how these systems can invoke change of behaviours, attitudes and practices that have been in place sometimes for many, many years. Through the design and implementation of automated workflow processes for authorities across the country, we are now seeing an increasing demand for technology to transform working behaviours. In particular the areas of focus and benefit surround either vacancy authorisation processes, or candidate management. From the many best practice recruitment audits we've conducted we have found practices that lead to vacancies taking upwards and over of a month to authorise, with multiple practices occurring throughout different departments, with each resulting in differing quality of information when it reaches HR to use in the recruitment cycle. This has been shown to cost organisations huge amounts of unnecessary time and create inconsistency and confusion; but the cost impact is really felt when considering the expenditure on temporary staffing to back fill a vacancy whilst the recruitment cycle is being undertaken.