jump to navigation

ATS for IT HR ASAP August 9, 2013

Posted by Darwin in Uncategorized.
Tags: , , ,
trackback

Recruiting expert Dr. John Sullivan recently penned an article for Ere.net calling for an end to so-called silly recruiting practices like face-to-face interviews, requiring college degrees, and relying on the resume process to locate talent. According to Sullivan, these tactics aren’t helping companies find the best candidates.

According to Susan Hall of ITBusinessEdge.com, the soft skills used in many hiring processes could even alienate tech candidates. Paper forms, behavioral interviews, and overly specific job descriptions set tech applicants on edge and may keep them from applying. To attract a diverse applicant pool of IT professionals, human-resource teams need to craft job listings that are realistic. Asking for past experience and training in five highly specific programs may limit the pool; instead, ask for IT experience with the ability to learn and assimilate new programs quickly. Once you get the candidate in an interview situation, ask real-world questions about technical skills and problems instead of brainteasers about chickens, wolves, and farmers in a boat.

It’s not enough to avoid Dr. Sullivan’s silly recruiting practices. To create a competitive workforce, recruiting organizations must use current technology to find and cultivate talent. Mulling through a stack of resumes takes too much time and doesn’t guarantee you’ll find the best candidate. In a traditional hiring scenario, your applicant stack is limited by the number of people who saw your advertisement and took the time to apply.

Avoid self-limited candidate pools by taking advantage of passive job applicants. There are thousands-if not millions-of applicants on the Internet, and technically savvy recruiters can access those candidates via social media sites like LinkedIn. Companies that develop a web presence and create online application processes may also see an uptick in interested candidates. IT candidates are likely to spend time online and feel comfortable with social media and web interactions.

Specialty recruiting also benefits from data-based candidate searches. An applicant tracking system helps recruiters find candidates based on keywords, job requirements, and skill sets. Solid tracking systems monitor applications throughout the hiring process, providing transparency for candidates and recruiters alike. Systems that send notification emails throughout the process reduce applicant stress and reduce the number of phone calls recruiters may field on a daily basis.

An applicant tracking system also helps pull enormous amounts of information from resume banks and social media into a format that recruiters can use to pinpoint the best talent for open positions in the most efficient manner. With the world at your fingertips, it’s much easier to find the best person for each job.

Advertisements

Comments»

No comments yet — be the first.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: