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Hire and on board: Attributes to look for in your HR solution, especially during a downturn

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Covid-19 has created the global economy to move towards a recession which in return has caused many employees to lose their job. Hiring tends to become easier in a downturn with more people in the market, so it’s even more crucial to have systems and processes in place to manage this more effectively.

While having a wider talent pool to select from is a blessing as you’ll be more likely to find a great candidate, it’s also a curse in that it’s harder to properly screen and assess everyone in order to make sure you actually hire that great candidate. You also have to consider the cost of a failed hire (where you have to rerecruit) – while the cost of a failed hire is not necessarily greater in economic downturn compared to a time of economic growth, it’s usually more damaging during a recession due to a general lack of resources. Whether the failed hire performs poorly in their role or isn’t the right cultural fit for your organisation, they can have a detrimental impact on your existing workforce. They can increase the pressure on staff to carry their workload or drive them towards disengagement.

In a downturn there’s more riding on a new hire. Will they justify your recession strategy or torpedo it? On boarding is more crucial in times of economic downturn. Integrating the on boarding process with recruitment can improve your organisation’s success in getting the right person for the role and retaining them.

This is when HR technology comes into play, but with many recruitment and on boarding platforms in the market, it’s important that the solution caters to our requirement. Hence the following are a few must haves in such solutions.


  • Design the workflows that suit your organisation
  • Automates candidate screening
  • Gives you a useful view of the talent pool with simple but powerful candidate profiles
  • Accelerates the decision-making process via useful internal career portals and integration with external job boards and social media
  • Be efficient for recruiters (easy interview scheduling, email and phone reminders, etc.)
  • Be intuitive for all stakeholders
  • Provide offer approval and contract generation that leads to successful on boarding

On boarding:

  • Offers a personalised on boarding digital resource for the new staff member (it should give them team member information, task lists, etc.)
  • Configurable processes in order to match organisational needs
  • Easy-to-fill-out forms that are integrated with payroll so employees can quickly provide key information (bank account, super fund, etc.)
  • Integrates with a survey solution so employee sentiment can be tracked on key dates (first week, first month, first quarter)
  • Integrates with training tech so new staff members can efficiently get across the organisation’s systems
  • Be intuitive for all stakeholders
  • Allows key stakeholders of the on boarding to be across information relevant to them


But it is important to keep in mind that HR technology is there to assist you not to take over you. The recruitment ability of your organisation’s hiring managers is something you can and should track. Does a manager have a track record of selecting long-tenured employees? Have you got an employee who is a wonderful developer of new talent? Keeping track of the performance metrics of people involved in hiring and on boarding will tell you who you can rely to make great recruitment decisions in an economic downturn.

Interested in looking for a solution with the following attributes? Download the PeoplesHR Datasheets for further assistance.