Applicant Tracking System

Isn't it overwhelming? Your focused on quality hiring, but are challenged at every turn. Applicants seem to seep in from every crack, but identifying the best ones can be elusive. Applicant tracking systems help, but it's a blind process that can leave out great candidates. And there's no way you're going to thumb through the 2,000 resumes you received to see if you're golden boy didn't make the cut. But it's all you've got, right?

No.

Welcome to 2009, where technology conqueors and innovation reigns.  Applicants who are creative and proactive can create profiles that sell their skills and expertise, document those claims chronologically, and provide the proof.  Candidates even have the opportunity to provide a brief (less than 3 minutes) video for you to view at your leisure.  Which means you don't have to sit through 2 hours of interviewing to get a broad picture of the candidate.

Having a tremendous number of candidates respond for each position lessens the chances of you finding your needle in a haystack. So ask for more than just a resume. Simply requiring more than the bare minimun will dissuade many candidate from even applying. If all I have to do to apply is click "send" it's a piece of cake. Spray and pray, right?  That makes finding quality candidate more challenging on your end.

But a system that allows you to understand the candidate in a dymanic way, and requiring thought, effort, and proof from their end, makes a better match.  And that's the goal here - quality hiring and talent management.

Check out Craig and Jeff's profile on our home page and then ask yourself these questions - How much more do you know about them vs. having had only a resume. Would that type of knowledge be helpful in considering candidates to fill your vacant positons? How much more effecient is this than inviting a dozen candidates in for an interview?

Here's the last question - How much better can you hire if you have a career profile for each of your candidates?

Better people = better outcomes.

I hope this has given you something to consider as you move forward with your organization and cadidate sourcing. Have a great day!

Susan