Jan 242023

In today’s competitive job market, recruitment software is crucial in helping organizations find the right talent. Recruitment software is a powerful tool that helps organizations manage their recruitment process efficiently. It allows them to automate the process of finding, screening, and hiring the right candidate for the job. Not only does it save time and money, but it also ensures that the organization finds the best talent available. The software also helps organizations track their progress and ensure they are constantly updated with their recruitment efforts. It can streamline onboarding processes, manage job postings, and analyze data from past recruitment efforts. With this information, recruiters can make better decisions when hiring candidates. By using recruitment software, organizations can ensure that they are getting the most qualified candidates for each job opening. By utilizing recruitment software, organizations can save time and money while ensuring that they are finding the best candidates for their open positions.

What is Recruitment Management System

A recruitment management system (RMS) is software that helps organizations automate and streamline their recruitment process. It is designed to handle all aspects of the recruitment process, from sourcing and attracting candidates to scheduling interviews and onboarding new hires.

Some standard features of an RMS include:

  • Job posting and applicant tracking
  • Resume and application management
  • Interview scheduling and management
  • Candidate communication and collaboration tools
  • Onboarding and new hire paperwork management
  • Reporting and analytics

An RMS can be a standalone system or integrated with other HR systems, such as a human capital management (HCM) system. HR departments and recruitment agencies often use it to manage and track job openings, resumes, and candidates.

How Does Recruitment Software Work

Recruitment software is a powerful tool that can help organizations streamline their recruitment process. It helps employers find suitable candidates faster and more efficiently. The software collects and analyzes data from job postings, resumes, and other sources to identify potential job candidates. It then uses algorithms to match the best candidates to the positions they are applying for. Additionally, it can automate many administrative tasks associated with recruitment, such as scheduling interviews and sending out notifications. This helps save time and money while ensuring that only qualified applicants are considered for a position.

One of the most important features of recruitment software is employee self service. This feature allows employees to access their information and submit applications directly from their computers or mobile devices. This eliminates manual data entry and speeds up the recruitment process significantly. It also makes it easier to keep track of employee information, such as resumes, job history, references, etc., which can be used in future recruitment efforts.

What Benefits Come From Using Recruitment Software?

Recruitment software can be an excellent asset for any organization that wants to improve its performance management. It allows employers to quickly and efficiently track the performance of their employees and identify areas for improvement. Performance management software can also help organizations track employee performance over time, providing insight into areas where improvement is needed. 

There are several benefits to using recruitment software, including:

  1. Increased efficiency and productivity: Recruitment software can automate and streamline various aspects of the recruitment process, such as resume screening and interview scheduling, which can save time and resources for organizations.
  2. A larger pool of candidates: Recruitment software can enable organizations to source candidates from a broader range of job boards and career websites, potentially increasing the chances of finding the best fit for the job.
  3. Improved organization and standardization: The software can help organizations standardize and organize their recruitment process, making tracking and managing candidates and job openings easier.
  4. Better analytics and metrics: Recruitment software can provide valuable analytics and metrics, such as time-to-hire and source of hire, which can help organizations optimize their recruitment efforts.
  5. Compliance with equal opportunity and anti-discrimination laws: The software can help organizations comply with equal opportunity and anti-discrimination laws and regulations.

Overall, using recruitment software can help organizations improve the quality and efficiency of their recruitment process, which can ultimately lead to better hiring outcomes and a more vital workforce.

Frequently Asked Questions

Q. What are the main features of recruitment software?

A. Recruitment software is essential for any HR department, providing a streamlined way to find and hire the best candidates for the job. It helps recruiters to manage their recruitment process more efficiently and effectively. The main features of recruitment software include applicant tracking, automated screening, job posting, resume database search, candidate communication tools, interview scheduling, and assessment tools.

Q. How does recruitment software make the recruitment process more efficient?

A. Recruitment software is an automated solution that helps organizations to streamline their recruitment process. It enables recruiters to post job openings quickly, source candidates, evaluate resumes, and track the progress of each candidate. Automating the recruitment process makes it easier for recruiters to find the right candidate for a job in a shorter amount of time.

Q. What are the benefits of using a recruitment software system?

A. The benefits of using a recruitment software system include better visibility into job openings, quicker turnaround times for applications, and an easier way to manage applicants. It also provides employers with a more comprehensive view of potential candidates so they can make informed decisions about who to hire.

Software Solutions Available on:


Sensys Technologies Pvt. Ltd.

HO: 904, 905 & 906, Corporate Annexe, Sonawala Road, Goregaon East, Mumbai- 400 063.
Tel.: 022-6820 6100| Call: 09769468105 / 09867307971
Email: sales@sensysindia.com | Website: http://www.sensysindia.com
Branches: Delhi & NCR | Pune | Bangalore | Hyderabad | Ahmedabad | Chennai | Kolkata


Dec 102022

What is an Exit Management System?

No matter how great your company culture, learning & development program, or business leaders are, there is one certainty: Employees will quit. You won’t be able to keep every employee, especially in this day and age, whether for a career change, to care for their newly formed family, or just because it’s time for a change. However, it’s crucial that you do an exit interview when someone leaves to evaluate the whole employee hr software and, as a result, find ways to boost engagement and retention.


The Exit management system is crucial because they give you a more in-depth understanding of your company culture, regular operations, management issues, and employee morale. An exit interview is conducted to evaluate your company’s entire employee experience and find ways to increase engagement and retention. The Exit management system also allows you to track leave management software.


Importance of Exit Management

1. Help to improve staff retention:- High staff turnover is expensive since it costs money to find, hire, and educate new employees, as you are aware. Therefore, firms always try to retain and grow their skills. Exit interviews are an excellent method to learn more about why employees choose to leave your company, which will help you find a solution to the problem of high turnover with employee HR software.

2. Improve culture and performance:- Exit interviews are objective because departing employees are more likely to be upfront and honest about their feelings about your business. The real reason an employee is leaving is more likely to come to light, and it might not be what you initially assumed or were told. They are more inclined, to be honest in their evaluation of your culture. This exit Interview system is best for HRM solutions.

3. Allows you to tackle issues:- Are there any matters that need your immediate attention and could lower risk? Your team or teams are experiencing some significant problems, and if these problems aren’t remedied right once, you risk losing more workers.

4. Improve learning and development strategies:- Exit interviews may clarify that your company needs a better strategy for learning and growth. Employee turnover is more likely if they don’t feel challenged or encouraged in their jobs.

Purpose of Exit Management

Time is equivalent to money in the business world. So why do they spend so much time conducting exit interviews?

This is so that such practices can, among other things, help firms establish benchmarks for their use of human resources:
1. Acquire Constructive Feedback:- Exit interviews are crucial for learning the business’s hidden strengths and shortcomings from the employees’ viewpoint.

2. Build a positive brand image:- Employees feel satisfied and talk favorably in public when they may voice their complaints about the company’s property.

3. Finding out the scope of improvement:- The departing employee can shed light on any human resource weaknesses that the organization still needs to consider.

4. Learn about Employees’ Perspective:- Every employee has a unique perspective on the business, the job, the people, and the workplace. The employer must be aware of this because the employee will represent it to the public.

Frequently Asked Questions:- 

Q1. What are the advantages of exit interviews?

A. When appropriately done, exit interviews can offer a steady stream of insightful feedback and insight on each of the three fronts. They can raise employee engagement and retention by disclosing what functions well or poorly within the company.

Q2. Do exit interviews matter?

A. One of the best things about exit interviews is that they may be a heartfelt and meaningful way to say goodbye to someone who helped you through difficult times.

Q3. What is the objective of the exit interview?

A. to identify areas where the business may make improvements, to ensure that employees feel satisfied with their service, and, in some cases, to persuade the employee to continue working under different conditions.

Oct 072022

If anyone wonders whether corporate training is essential to employees, they should start wondering if a user manual is required to learn about a piece of heavy machinery. Well, the answer is as clear as a day, it is fundamental. Along with being significant, it is rather a lot beneficial, too. As a person who is about to embark on the corporate world, they must have an idea about the things that go down here and the way the work is carried around here. Also, they must be well aware of the all-around rules and regulations and company-exclusive conditions.

Corporate training makes it easier for an employee to fit in the company space and create a self-proclaimed identity amongst the team. It is a way of understanding one’s strengths and weaknesses and certainly helps one emphasize the areas of improvement. This could be contributed by an internal team or can be provided by an externally hired team.

Getting into detail about the benefits of this training:


Pre-instilled knowledge.

They were generally called ‘Knowledge Transfer’ or ‘KT’, in the corporate world. As the name suggests, it is the transfer or sharing of knowledge from a senior to a junior; a newcomer. This entitles nurturing of basic work knowledge then the employee will conduct into them. In such a case, the employee is not entirely unaware of his role. Even though guidance is still required, it wouldn’t be a lot of pressure because the employee has a gist about their tasks. This could be done before joining or while onboarding.


Improvement in team strength.

While KT, the bond between the senior employee and the newcomer blooms. This bond further enhances creating excitement among the team, to have a newcomer who is already efficient. This creates a good rapport amongst the team which delivers good results. The employee would feel useful and contribute more to the team wanting to achieve higher success, which ahead motivates the other members. All in all, everyone grows with the flow of new blood in the team.


Social awareness.

In the training, a part of the training would be etiquette. In a world where people earn, etiquettes are what makes a person remarkable and memorable. A person who behaves well and is a faster worker, a sweet talker, a charmer, etc, is the one who succeeds in this social network. As networking is an important aspect of growth, the employee learns how to behave, capture good deals and make good impressions, creating a good name for themself and the company. This is beneficial as the employee becomes ready to face an obstacle without fear and succeeds well.


Motivation and continuation.

When the seniors share their knowledge with the juniors, a sense of achievement forms within them that keeps them motivated and makes them want to perform better and be good role models to the juniors. This motivation also makes them continue working for the company which then reduces the number of attritions. This training is an easy way to make the senior employees motivated without putting in a lot of effort. This makes it easier for the juniors to communicate with the seniors and the seniors enjoy the delight of being a teacher.


Operational business plans.

When the employee is trained, it is expected of them to receive the knowledge and put it to good use. The company invests time in them, anticipating a worthy outcome. Given that the employee is pre-informed of their duties, they formulate action plans that will help the company grow. They have new ideas and they match them up with the new techniques and things they learned during the training. This surely makes good proposals and keeps the team engaged in formulating new ideas.


Engaged in the process.

One can only be involved in the process if one knows what the process is. Since the employee has already been given knowledge and sheds light on the company tasks, ideologies, tagline, etc, they can now be incorporated into the process. After the training, they are well accustomed and comprehend the process easily. They immerse themselves in the task apart from just being an onlooker, further, learning completely about each task ahead of the process. In the long run, they would excel at all the processes sooner making them want to learn more and indulge more, and the loop goes on.


Reality check.

This point is made not in a way to criticize an employee but as a sort of conclusion being conveyed to them by themselves. During the entire time of training, they have a chance to understand and explore various things taught by someone very experienced and also understand what they like the most. At the same time, they can learn to acknowledge what they do best and what they are not fit for. This gives them a clear mirror of what tasks they should focus on and what process they have a good understanding of. This can help them balance themselves and create equilibrium within all the tasks to excel at all of them.


Pushing limits.

Would a person who recently learned skating, keep the board aside? Definitely, not. The same is the case with everyone who learns new things. Just like the skateboarder trying to clear difficult stages by pushing themselves, the same thing happens with employees. Once they learn one thing, they keep pushing their limits, while practicing and trying to excel at it, by challenging themselves to do better. This is a self-challenge but the one who bears the fruit is not just the employee but also the company.


Concluding, it’s clear how the benefits of training don’t work just for the juniors but also for the seniors who teach them. It also creates a good bond while sharing knowledge. All in all, it seems like a very good option to keep the company growing and the employees going hand-in-hand to keep pushing themselves to achieve greater success.


Sep 222022

What Does Offboarding Mean?

HR pays much attention to onboarding and performance management, but less focus is on streamlining your offboarding procedure. Offboarding, however, is crucial for upholding your company’s reputation, improving the working conditions for your present staff, and retaining networking opportunities. 

Offboarding is the procedure that results in a formal breakup between a worker and a corporation via retirement, termination, or resignation. It includes every choice and action made during an employee’s departure. It may include:

  • Transferring the duties of that employee’s position using the employee database management system
  • Removing credentials and access rights with the help of HRM solutions
  • Delivering the equipment
  • Interviewing existing patrons to obtain comments

Additionally, you can learn from the process what you can do to make things better for your present and future employees.

exit interviews

What is the benefit of an exit interview?

1. It is cost-effective:- Exit interviews are unquestionably a great tool you can add to human resources because they don’t take up much time, cost little, and yield useful information. It’s also relatively simple to have a discussion or interview an employee to discuss the company’s strengths and flaws. It’s a tiny investment that will have a big payoff.

2. You will understand and come to know why people leave:- Finding out why people decide to quit your company will provide you with the information you need to address the problem. People will undoubtedly have different motivations; therefore, it’s essential to determine whether the company, management, or external factors are to blame. Possible reasons for the employee’s departure from their current position include receiving a job offer with a higher income elsewhere, failing to make the promised advancement, or having to deal with personal concerns. Knowing why someone departed will help you solve any problems and prevent them from happening again.

3. You will spot any issues with the company:- You want to grow your company if you’re considering holding an exit management process. People should want to work where you build it. Exit interviews provide the knowledge you need to increase employee retention and the working environment for employees. A lot of the inquiries made during a departure interview concern the workplace. Knowing how people under your management feel at work might be challenging.

4. Closure:- Exit interviews allow you to complete any outstanding business with a departing employee. You can talk to them about their reasons for leaving, their final salary, and any paperwork that needs to be finished by their last day, in addition to probing them about their decision. Additionally, it’s excellent if the company and employee can make amicably part ways. Even though an exit interview won’t tell you all you want to know, it’s a beautiful place to start understanding why people leave. Both existing and potential employees will have a better experience if you accept constructive comments and implement adjustments.

Components of a Successful Offboarding Program

  • Management Buy-In: The most crucial element of a successful offboarding program is a leadership team that is receptive to the suggestions for improvement and feedback the program will elicit. The knowledge gleaned from exit interviews will amount to little more than time and effort wasted without support from the management team. Companies should establish an executive committee to oversee their program’s creation, implementation, and outcomes to reap the above benefits.
  • Willingness to Change: A management’s desire to change and appreciation for employee feedback are indicated by their buy-in. Employees become disillusioned and start to think exit interviews are meaningless when they notice numerous coworkers leave for the same reasons, but nothing changes. Working for someone doesn’t thrill employees as much as working alongside them. An organization’s management team can develop collaboration and improve employee retention, morale, and performance by respecting and acting upon employee input.
  • Share the Feedback from Exit Interviews: To share the feedback from departure interviews, it’s critical to have a consistent protocol in place. The HR department should consolidate and analyze all the data they learn through exit interviews and then regularly meet with the right stakeholders to deliver this data, along with any change recommendations. Depending on how many exit interviews are conducted at any given time, this meeting’s frequency may change. A weekly or monthly feedback meeting may be helpful during high turnover. If not, quarterly gatherings might be sufficient.

Frequently Asked Questions(FAQs)

Q1. Why is an exit interview important?
A. When appropriately done, exit interviews can offer a steady stream of hr payroll software, insightful feedback, and insight on each of the three fronts. They can raise employee engagement and retention by outlining what functions well or poorly within the company.

Q2. Who should do exit interviews?
A. The most typical option is to delegate it to an internal HR representative. They ought to be familiar with your organization’s participants and its dynamics. This enables them to delve farther into problems and poses more direct queries.

Q3. What happens during the exit interview?
A. An employee may be questioned about their reasons for leaving, their opinion of the business, and any advice they may have for revision during an exit interview. The ideal foundation for the discussion is a well-structured questionnaire.

Sep 142022

Enhancing an organization’s workforce’s abilities involves training and development. It is a procedure that aids in raising worker output and effectiveness. A crucial component of any business is training. Employees not trained for their occupations can gain new abilities with the training. Depending on the needs of the employee or firm, an employee training program can be formal or informal.


What is Employee Training and Development?

Employee Training and Development provides employees with the skills and knowledge to perform their job effectively. It is also improving their competencies, capabilities, and performance.

Employee training and development is a process from recruitment to retirement. There are numerous different ways in which Organizations can implement Employee Training and Development. They can either train existing employees or hire new employees with the necessary skill set. Employee training and development are important for any company. They are essential for the growth of employees to make them more productive.


Need for training and development in an organization 

The need for training and development has been growing. It is a way to improve the skills and knowledge of current workers so they can become more productive.

The most popular method of employee development is training. Although there are many different ways to train, they all aim to expand a person’s knowledge and skills to increase production. An attendance tracking software is an excellent example of development in an Organisation.

What is the Importance of Training and Development?

An essential part of any firm is training and development. It aids in skill development and keeps staff members abreast of current developments in their industry.

The training introduces new hires to the organization’s culture, policies, and processes. Training initiatives give staff members a sense of community and offer them chances for personal development. Companies can use training initiatives to keep staff members interested in their work.

Here are 5 Benefits of Employee Training and Development:

1. Improved Employee Performance

Training is an essential factor in improving employee performance. It can be a part of the employee’s onboarding process and ongoing development. Performance monitoring tools help employees with the knowledge and skills they need to succeed in their new roles.

2. Improved Employee Morale

Training can also lead to improved employee morale. Employees are more likely to feel like they are part of a team when they know that their company cares about them enough to invest in their growth. Training can also help employees retain information better because it helps them understand how their role fits into the company.

3. Reduced Turnover

Employee turnover is one of the many serious obstacles that businesses face. It costs an organization a lot in terms of time and money to recruit, hire, and train new employees. Some employees may be unsatisfied with their work, or they may feel like they are not being paid well enough for the work that they do. Training and development promote a worker’s commitment to the company, which lowers the turnover rate.

4. Increased Productivity

Employees are the backbone of any organization. They are the ones who provide the productivity and output that are needed to keep a company running. Financing in their training and development is essential to increasing productivity. Employee database management software can aid in boosting productivity.

5. Enhanced Customer Experience

The “customer experience” refers to how a consumer views and feels about their dealings with your business. Culminating client encounters with business, including their use of your products or services, their dealings with staff members, and their perception of your brand. Research shows that training and development improve customer experience.


Frequently Asked Question (FAQ)

Q1. What is the need for training in HRM?

A. Training improves staff morale by fostering a positive attitude, job satisfaction, and better learning. As people grow in dedication, the organization gains loyalty.

Q2. Why employee training and development is necessary?

A. Training and development help companies gain and retain top talent, increase job satisfaction and morale, improve productivity and earn more profit.

Q3. What does employee training mean?

A. The term “employee training” refers to a set of systematic procedures for teaching employees in a way that improves the work abilities necessary for organizational growth. These skills could be technical, managerial, or professional. Keep in mind that learning and development are not the same as staff training (L&D).