Recently I have seen so many posts regarding how applicant tracking systems deal with peoples ‘Resumes’. There are a lot of discussions which are advising applicants that an ATS system reads your resume and makes a decision on your qualifications etc, leading the applicants that are reading these posts to believe that they may be getting screened out automatically i.e. without human intervention.
I totally understand that automated screening can play a part in online applications, but this is achieved by using screening questions i.e. ‘Do you have the following qualifications’ rather that a system reading your CV or Resume. In 12 years in rec technology im yet to see a system that makes a decision on a recruiters behalf based on cv and resume scan (yes I know they can parse out key words for searching later, but this isnt really the point here)
I cant think of an organisation that would want their recruitment technology to do this, even with bulk application roles as these can easily be ranked by core screening questions. Not to mention the gaping compliance issue of having a computer program making a resume assessment.
So candidates, my best advise is to ensure your CV / Resume is up to date, includes relevant information, skills and qualifications and then relax about this application scaremongering – Applicant tracking systems are really there to assist the recruiter, not do their job!
Over the last few weeks ive been organising bookmarks and reviewing some recent and older posts. I thought id compile a few of my favourites:
“As a passive, zero-percent control strategy, you simply cannot control who responds – unqualified, under qualified, over qualified, out of area, etc.”
“The dominance of the mobile device has been a trend barreling toward us with considerable speed for some time… Among the Fortune 100, only one allows you to actually apply from a mobile device. That one is Raytheon…”
“79% of candidates who apply for a position expect that there will be some sort of feedback, but only 19% of the top 100 companies to work for let the mystery candidate know they were not going to get the job”
“There are been several developments lately that make me wonder if the ATS will soon be on life support”
“Trade-show goers are often with their bosses, and not able to talk jobs. Using Avature, adidas built a portal to capture some of these passive candidates.”
“83% of fully employed members classified themselves as passive candidates. The process for finding, recruiting, and hiring passive candidates is fundamentally different from the one used for active candidates. If hiring great people is important to your company’s success, the process used to recruit passive candidates should become your company’s default method, not the exception.”
Everyone agrees that social networking has completely changed the way we communicate with each other. For some its an addiction for others a pastime but with 800 million people alone on facebook social has affected most of our lives in some way or another.
The last 12 years have seen me working with a broad range of HR technologies and specifically in the recruitment solution market. During this time I have seen great technology changes, feature and delivery enhancements, new widgets (sorry I hate that term but couldn’t think of a replacement). But strangley despite all these changes, one thing has remained constant – the way that most organisations recruit. Its fair to say that a lot of companies like to think that they do it in a different way, but for most its a case of getting a job request from the business, creating it in an ATS, posting it out to different attraction sources (and their own career site) and then waiting for the candidates to come in. Once that has been completed the candidates then get driven through the recruitment process, screen, interview, offer etc. At the centre of this process is the job, with the key objective to fill it.
What applicant tracking hasn’t done a very good job of is creating relationships and we only need to look at 800 million people are connected by relationships on facebook to realise how important this is. The truth is the way that we interact has changed forever and this is driving a huge change in the way that we recruit.
Imagine for a second that recruitment hadn’t been invented (I know it sounds glorious) how would we start? Without doubt the relationship would become the focus, not the job or req. This could be the single biggest point that drives a new way we think about recruiting, community driven recruitment, relationships with the right candidates before a role is even created or thought about, the ability to forecast bench strength of talent communities (like we do with succession planning today) but with an external group.
There is a place for social recruiting in all organisations and the companies that adopt this method of recruitment are sure to become far more competitive in the war for talent. The change doesn’t need to be dramatic, but certainly a strategy and direction needs to be inplace to adopt this new approach.