For decades, enterprises and multinational companies within Oracle space have shared a similar narrative toward managing people and candidates. CHROs and their evolution towards navigating change in a company’s hiring journey have become more nuanced.

Thanks to their critical and ever-increasing role, they’ve been nicknamed C-suite consigliere, strategy enabler, and diversity champion. their plates are fuller than ever if we speak of the current global scenario.

Does A Company Need a CHRO?

Also called the chief HR officer, they supervise the human resource department, tone up the workplace culture, emphasize on the employee experience, and allow the companies to give a more strategic vision to their HR.

Undoubtedly, that technology plays a significant role in saving HR personnel valuable time handling their tasks, particularly recruitment. The CHROs, however, account for being accountable for the company’s and its employee’s success and development. Having someone like them on board becomes the most critical element of any company’s success. As important as their role is, the CHROs have their share of challenges.

The Main Recruiting Challenges A Company’s CHRO Face Include:

• Losing Money in Finding the Perfect Candidate

Finding an ideal candidate is the chief concern or challenge a company’s CHRO faces. What adds to the challenge is the financial losses. Poor hiring decisions result from unreliable data; a detailed evaluation can cost a company thousands of dollars.

A bad hire can cost a company almost 30% of an employee's first-year salary.

Losing money in the hiring process is one challenge; another one that accompanies this is a wrong hire, which can cost a company valuable clients and revenue. This is when the CHRO needs a proficient team to recruit, hire, and train a resourceful set of employees.

• Wasting Valuable Resources

Staying ahead of the competition has become highly imperative in today’s industry. Investing valuable hours segregating hundreds of resumes and manually filling the data means exhausting valuable hours. As a CHRO, making informed decisions on utilizing the existing employees’ skills and finding a productive workforce becomes a priority.  

Manually screening resumes takes approximately 23 hours per job opening, carrying 88% chance of ignoring a qualified candidate. 

Considering that every other company and their HRs compete to hire talented professionals, CHROs need to be proactive. This means integrating the tools that make the candidate screening process easy and better and serve the company’s best interest.   

•  Missing Potential Talent

The hiring process needs to be swift and efficient since the best candidates won’t be sitting around waiting for the hiring call for months. This process is automatically linked to employee engagement, reflecting on the company’s performance in the market. The problem is rooted in the first two points, directly affecting the company’s brand image.  

Did you know that 75% of millennials believe an organization’s brand value is significant when considering a job?

A prominent and positive brand is essential for a company since it helps attract and engage talented candidates. It has a higher chance of closing the open job post based on quality hiring. To do so, it’s important that the CHROs ensure that the candidates have a good experience, whether they’re hired or not.

Can the company CHROs help their recruitment team stay afloat in challenging times?

RChilli Candidate Profile Import- Redesigning the Role of HR

The significance of automating recruitment practices is a topic that’s been debated for some time now. As a pro-automation team, here are a few facts that state how automation is making its way into hiring practices across companies.

Automating the recruitment practices in Oracle is a process that improves a recruiter’s productivity. RChilli’s candidate profile import (a name for its resume parsing solution) caters to all the recruitment metrics that significantly define the hiring process- time-to-hire, quality-of-hire, hiring costing, candidate experience, and much more.

Here are two ways to define it better:

Positive Candidate Experience:

• A one-click process, RChilli’s candidate profile import allows candidates to upload their resumes with a click.
• They don’t have to fill in the information already mentioned in their resumes again.
• As a result, it saves their time.
• The lengthy job application process that takes 20-25 minutes is reduced to a few seconds.
• The data gets auto-populated.

Also know why it's important to improve candidate experience.

Positive Recruiter Experience:

• Saves recruiters time from manual data entry.
• Parser automatically & accurately parses resumes and fetches the candidate data from resumes according to the pre-selected fields.
• They get a list of candidates who match the selection criteria.
• The manual resume screening process that took days is completed within a few minutes.
• All the 30 data fields allowed by Oracle are parsed & mapped. 

Today’s job application and applicant screening processes are cloud-oriented, and as the important person of contact for a company, staying up to date with technology is crucial. This is not only important for job applications but also for resume processing. An agile resume processing software, its seamless integration with the HCM platform gives a CHRO and his/her team access to global candidates by screening and parsing resumes in more than 27+ languages.

Having an efficient recruitment management system will make the CHROs focus on other important aspects of their job, including employee hiring and retention. 

If you need more advice here on how RChilli’s resume parser integration with Oracle HCM can help CHROs perform better, speak with our solution expert.