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The following article was published in our article directory on May 16, 2013.
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Bras N' Things Retailer Revolutionizing Their Human Resources With Powerful E-recruitment Software

Article Category: Advice

Author Name: Gary Valkenburg

Below is an interview recently conducted with the popular Retailer Bras n' Things. Boasting over 250 stores across two countries they are one of the premier underwear stores in the market. Bras n' Things is not unlike most companies these days. They have a mission to attempt to put all software into one platform, or at least have one home for their managers to go to access all their tools used on a daily basis. Human Resources was a major priority for the company. The company wanted to launch HR software that was all encompassing instead of trying to integrate several existing online tools into one.

Below is the full Bras n' Things interview on their use of e-recruitment and HR software and how entering the corporate cloud revolutionized their business.

Overall do you feel purchasing a full HR software suite has streamlined the process of e-recruitment in your organization? Launching our online software has saved money and has dramatically streamlined our online recruitment process. Previously we had another platform that did just recruitment and it came with many more features. Our team actually found this platform complex and not user friendly. We definitely prefer our new platform because its interface is easier to use. Yes, there may not be every bell and whistle, but we have what we need to get the job done. E-recruitment, at the time was our biggest concern. Now that we have that launched we are looking at launching other HR tools.

What was your main outcome when you decided to launch just the E-recruitment software? Our main outcome was a financial savings and improved functionality for hiring new employees. The financial decision does not always weigh the most in our decision making process, but in this case, it was very important with the huge variance in pricing in the market place.

What was one of the most surprising time saving features, or process game changers you found once you launched E-recruitment online? 'Recruitment Stages' was one of the most powerful options we found. We actually minimized the steps in the recruitment process as much as possible. We reduced anything that could be extra workload for the field team. The notes tool allows the team to enter any extra information needed. We cut out several steps to our current process once we had visually seen the recruitment stages we had set up originally.

What would you say is the second biggest time saver with your online process? All online recruitment tools come with similar offerings in our experience. The 'talent pool' feature works very well and allows various other HR people within our team to see who has applied, what their skills are etc. We find it to be very useful the fact that multiple users can view recruitment activity and take action on those employees.

Do you find it more efficient to process the applicants through the different E-recruitment stages compared to the previous paper-based processes? Yes the process done in stages is useful. Once the stages are done correctly the rest is very easy to follow. However, we designed our process with fewer stages and this seems to work better for our team.

If you had to draw the line, and choose the biggest time saving feature with E-recruitment, what would it be? By far the bulk decline feature in online recruitment is the biggest time saver. Especially around the holidays when there is a massive influx in applications. We definitely use this feature often. We have been able to manage large amount of applications more efficiently.

Do you advertise positions internally and/or externally? Do you believe in promoting from within? Yes we advertise both ways. Our process is defined with applications tailored to 'internal jobs' and applications tailored to 'external jobs'. It has been crucial for our team to have the templates for both types of jobs. The process of discriminating internal vs. external applications has guaranteed applicants filling out the correct forms and our team processing applications effectively. We also have applications within our internal careers for our high performer program and product cadetship active. It is important for us to have all these opportunities accessible and to be able to manage this process with a structured online application process.

Keywords: Online Recruitment, e-recruitment, online recruitment software, e-recruiting

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