10 reasons on why it’s time for Japan HR professionals to move their recruiting process to cloud based Recruiting Management Systems

After years spent working in the Japan recruiting sector, I am still amazed by how behind most HR professionals have been in terms of new technology adoption compared to the rest of the world. I mean…, isn’t Japan still considered as one of the greatest nations out there in terms of technology and innovation? As puzzling as it may sound, there is still a vast majority of corporate HR recruiters still mainly relying on just emails and spreadsheets to track their recruiting progress and, only a handful of others seem to have grown to hate the foreign ATS* (Application Tracking Systems) often (available in English only and) imposed by their headquarter despite its lack of compatibility with the Japan market.
Fortunately, we have recently started to see a bit of progress in this spectrum and Corporate HR Recruiters, who have been neglected for so long, are finally being presented with a few solutions worth considering to improve the efficiency of their recruiting results.
For those who are still running their recruiting manually for the most part, here are my top 10 reasons why Corporate HR/Recruiting should use a local ATS to support their recruiting initiatives and drive up their productivity:
 
1) Simplifies your hiring and reporting process:
Most recruiters unfortunately still spend way too much time working on administrative work and preparing their reports manually. The newest Application Tracking Systems provide features designed to streamline and simplify a company’s recruitment process (not to complicate it). Most of the tools provided are now customisable to the company’s hiring needs and developed to help recruiters automate most of their daily work. This helps them reduce the majority of their admin tasks and ultimately, gives them back the gift of time so that they can focus their efforts on more impactful recruiting initiatives.
 
2) Makes your recruiting pro-active (instead of re-active):
Application Tracking Systems provide recruiters with ways to move from a “re-active” recruiting approach (when a search is kicked-off AFTER being notified of a new vacancy) to a more “pro-active” model where the recruiters can build a solid talent pipeline ahead of time and anticipate the upcoming recruiting needs of the organisation.
 
3) Hire Faster:
By keeping candidates data organised and making it easily searchable, recruiters can now drastically improve their efficiency and responsiveness while communicating with either candidates, agencies (externally) or hiring managers (internally). This allows them to move faster, shorten the recruiting cycle and lose less candidates to the competition over time.
 
4) Hire Better:
The time that is saved during the candidate identification process can always get re-invested into additional screening exercises and a more in-depth evaluation process which will lead to hiring better people and consequently can reduce your organization’s attrition rate in the long run.
 
5) Reduces your recruiting cost:
With Japanese ATS becoming more and more adaptable, in-house recruiters are finally equipped to source directly and can rely less frequently on recruiting agencies and job boards. They are now in an ideal position to reduce their Cost Per Hire and maximize their ROI.
 
6) Keeps your HR data secure:
ATS can also provide corporate HR teams with some piece of mind knowing that their candidates’ data remains confidential and is secured at all times while being protected by the latest technologies and security upgrades.
 
7) Less paperwork, more accessibility:
Using an ATS will also significantly reduce the amount of paperwork that needs to be stored when/if recruiters ever needed to access the information about a given candidate. Storing digitally all candidates’ resumes, interview dates, grading and comments will make them more easily accessible and searchable at any given time or location (which can be especially useful when recruiters need to process an off-site interview or while away on a business trip or attending a job fair).
 
8) Creates a collaborative environment:
Tracking your recruiting progress via an ATS will also make it easier for recruiting teams to collaborate internally and share information remotely (when on leave or on business trip for example). The cloud environment makes the recruiting data instantly available for each party involved so no more need for a spreadsheet that can only be used and updated by one person at a time
The cloud also supports managers with the on-boarding of their new recruiters and helps them get up to speed faster by providing them with access to the company’s historical recruiting data that has been added over time.
 
9) Increases your social outreach:
Due to its mobile functionalities and ability to interact with job boards and social media platforms, most ATS can now also support corporate recruiters in promoting their available career opportunities and reaching out to a wider pool of candidates online.
 
10) Improves candidate’s experience:
By bringing more structure and speed, ATS can also contribute directly in the improvement of the company’s brand and the experience your recruiters have to offer not only to candidates but also internal hiring managers and external agency partners. The hiring journey is something your recruiting team can now take control of to inspire candidates and turn new hires into true brand ambassadors.