Applicant Tracking Systems are supposed to simplify the recruiting process. Is your ATS making HR the laughing stock of the company?
“Contacting reviewers should be approached with care; internet messaging is a blunt tool and sometimes good intentions come across badly.
Keep these three things in mind as you're crafting a message to your customer:
- Your reviewers are your paying customers
- Your reviewers are human beings with (sometimes unpredictable) feelings and sensitivities
- Your reviewers are vocal and opinionated (otherwise they would not be writing reviews!)”
Take a page out of Yelp’s rule book and put out the fire on negative reviews before your next lost hire sees them. In addition, the feedback from these reviews may also lead you to look at some of your processes. A common compliant today from a job seeker is lack of follow up on job inquiries, interviews or a long recruiting process with no communication or information to the candidate.
While technology is not always the culprit, many times these issues from Applicant Tracking Systems (ATS) that can be efficient for the company, but impersonal for the candidate.
Here are a few common areas to look at with your recruiting technology:
- Are you fully utilizing your ATS? Many companies don’t have the staff or expertise to fully leverage all of the features of their ATS.
- Is your ATS screening out desirable candidates? While it may seem efficient, if this is the case, you may be turning off many more potential candidates as word gets out that you using technology to screen candidates.
- Does your ATS or your process allow for steps to be missed or ignored? Technology sometimes replaces humans, but humans like to find ways around technology. Job seekers are less than thrilled to fill out endless pages of in your application process only to hit a dead end or worse, get a series of automated emails that lack personality, consistency or flow. Make sure your recruiters are following through and records are complete.
An ATS system can help an overburdened HR department; however, it’s not a replacement for human interaction and decision-making. One of the common ways a company leverages an RPO provider is to have them run their ATS so that data is accurate, follow-up is complete and the technology is leveraged to its fullest.
Wondering where else your hiring team is falling short? Read the Recruiting Solutions Your RPO Provider Would Never Tell You to find out.
ABOUT THE AUTHOR: Andy Roane is the Vice President of Recruitment Process Outsourcing (RPO) for Yoh. Roane brings more than 15 years of human capital industry experience to the role, including six years as Vice President of Operations for PeopleScout, where he led RPO engagements with Fortune 500 companies. To contact Andy Roane directly, email him at Andy.Roane@yoh.com.