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How to Use an Applicant Tracking System

Of all the decisions you make about your business, whom you hire may be the most critical. The people in your organization produce your product, provide service, and interact with your clients and the public. Your company’s reputation and, ultimately, its success depend on your employees.

So how can you find the right employees for your organization?

Fortunately, you can cast a wide net in the digital age. Thousands of job boards and networks offer you access to millions of job seekers. Unfortunately, when you post that job ad, you get slammed with too many applicants. Many of those applicants turnout to be unqualified candidates. You’re not exactly sure where your ideal candidate is hanging out in the digital world.

But you know the perfect candidate is in the pile somewhere. How can you find them? And how can you improve your hiring process to weed out poor candidates and attract higher quality applicants in the future?

As with every other business decision, making the right choice often depends on working with the best data. An applicant tracking system offers you easy access to hiring data and screening tools that help you avoid interviewing candidates who are a poor fit.

HRIS 101: Using An Applicant Tracking System

A human resources information system (HRIS) does more than manage your applicant and employee information. The right software will help you easily manage your hiring process from start to finish.

From keeping track of job ads for all of your open positions across multiple online platforms to finding the star candidate hidden in the heap of unremarkable resumes, an ATS will save you time.

An HRIS applicant tracking system can help you find the best candidates out of the hundreds of applications you receive. An ATS can scan resumes for the skills and experience you’re looking for. You’ll see your best candidates first.

With everything on your plate, you may be thinking you don’t have time to learn how to use an applicant tracking system. In fact, the right applicant tracking software is easy to learn and will save you time as soon as your first log-in. Applicant tracking systems often come with templates to get you started quickly.

Free Applicant Tracking System Implementation Template

If you’ve ever implemented new software, you know there’s a lot that can go wrong. However, a good provider will know how to implement an ATS without disrupting your business. This starts by choosing a provider that takes the time to understand your current hiring processes.

With the provider understanding your hiring process, your hiring team is more likely to be on board with implementation. Then, your provider can show your team how the software can make your HR processes more efficient. A good HR software provider should also encourage your hiring team to provide feedback on their suggestions.

Choosing a vendor that understands your hiring process and can provide suggestions to improve your HR processes is a good start. But you also need to ensure that the software is designed to help your team realize efficiencies right away.

The implementation of an applicant tracking system can be stressful if it doesn’t come with free templates–or default configurations. Without well-designed templates, your team will spend too much time creating fields and reports instead of using the software to manage applicant data. But be careful. There is no “one-size-fits-all” ATS, so look for a provider that will help you customize the system to fit your unique hiring needs.

Applicant Tracking Software that comes with free templates, yet has plenty of options for customization, is the best of both worlds. You’ll be able to see results quickly. And as you get to know the software, you can customize it to suit your needs.

Finally, make sure your provider will continue to work with your team to ensure success beyond the initial ATS implementation. Installing your new ATS and testing it to work out the kinks is only the first step. Your new software won’t do any good if your hiring manager is still clinging to spreadsheets and a filing system that doesn’t make sense to anyone but him.

Applicant Tracking System Training

The best practices for implementing applicant tracking software will include training for key stakeholders. It’s important that the company you choose provides applicant tracking system training and support.

The training should be focused on each role within the hiring team. For example, training your HR administrator is going to be a little different than training you hiring manager.

An applicant tracking software’s ability to organize documentation is one of its most useful features. When you use an ATS, you get the benefits of a well-organized and digitized knowledge base to replace clunky Excel files and loose paper stuffed in manila file folders.

The basics of an applicant tracking system will funnel applicants through your hiring process so you can choose the best candidate. Over time, your software will collect more data. You’ll be able to use this data to discover the best strategies for attracting quality applicants.

You’ll be able to create custom reports to help you know everything from the most effective screening tools to which job boards netted poor quality candidates. For example, you’ll be able to see performance statistics for all the job sites you’ve used on one screen. You’ll know which online platform works best for your industry and area.

Recruitment Tracker Checklist

You can use your new ATS as a recruiter tracker and so much more. Applicant tracking software will give you the power to manage and organize your entire hiring process.

ExactHire HR software allows you to create users with differing security levels associated with their applicant tracking system login. Your administrative department can enter data and run reports, while your hiring team uses a robust search engine to find the best applicants.

When you use ExactHire Applicant Tracking Software, you’ll be able post your job ad to multiple job boards with a single click. You’ll also be able to track applicant activity for all those online platforms side-by-side, on one screen.

Sort candidates using built-in status codes or create your own. Store applicant data to create a job pool for future openings. You can even flag low quality applicants to prevent them from being considered for future positions.

Finally, robust reporting features are the secret for how to use recruitment software to make hiring more successful and efficient. In addition to easy-to-use, built-in compliance reporting, ExactHire software also features source reporting. Using this feature, you can discover the hiring strategies that lead to successful, long-term employees.

Conclusion

Your company’s future depends on the people you hire. Your employees play a part in everything from implementing your business strategy to working with your customers. In short, your company won’t be successful if your hiring methods fail to find good people. An applicant tracking system will give you the tools to control your hiring process and uncover the strategies that lead to great, long-term employees.

 

What are the Tools of Recruitment?

There’s no doubt hiring managers face many recruitment method challenges as we work our way through 2021.

You may receive more applicants for your job openings as a consequence of the pandemic. But in the aftermath of one of history’s most turbulent years, companies can’t afford to bring on the wrong people just because there are more available. High employee turnover is simply too costly.

Additionally, recruitment methods, tools, and techniques are increasingly more sophisticated each day. Not only do you have to be on the right job sites, you have to get your job ad in front of your ideal candidates before your competitors. And that job ad has to be appealing and engaging.

Once you find a short list of people to interview, you need to create your strategy for choosing the best candidate. From coordinating your hiring team to administering employee assessments, the right tools can streamline and bolster your recruitment process.

Recruitment Methods

There are two primary types of recruitment methods: internal recruiting and external recruiting. Several innovative digital tools can assist you in every step of these recruitment methods. The right applicant tracking software (ATS) can help you manage both of these recruitment methods.

Both methods will use many of the same tools found in an ATS. These include hiring assessments and employment applications. You’ll also need a strategy and recruitment process flow for both methods. An applicant tracking system can help you find candidates and hire the best person whether you’re hiring from within the company or bringing in new talent.

If you’re searching for an external candidate, you’ll need to cast your net into the digital realm using job sites and social media. You’ll also need to engage your candidates where they are: on their smartphones. Your recruiting methods need to be mobile friendly, from the job application to text communications.

On the other hand, you’ll need some specialized tools for your internal recruitment methods. Ideally, succession planning is already part of your recruitment method process. Assessing your current workforce for qualities such as leadership potential and personality type can help you identify the roles in which they can excel.

You can use our Recruitment Process Content Scorecard PDF to analyze and rate your methods of recruitment. This checklist can help you identify areas for improvement from creating a description of your ideal new hire to writing a job ad that will attract the right candidate.

Whatever your recruitment method, you can use the latest recruitment tools and techniques to streamline your hiring process. Applicant tracking software can save you time with one-click posting to quickly advertise to multiple job search sites. You can also manage all of your communications from within the software and leverage customized assessments.

Recruitment Process Steps

Your recruitment process will go more smoothly if you break it down into stages. You can stay on track by assigning a deadline for each task and a stakeholder to bring it to completion. If you’re wondering what are the stages of the recruitment process, then check out our blog post here.

You can further kick the steps in your recruitment process into high gear by downloading our PDF Guide to Superhero Pre-Employment Screening.  This guide is packed with the best pre-employment screening tips to make your recruitment method a success.

Digital tools can streamline each stage of your recruitment method process. When choosing the right applicant tracking software, it’s a great time to rethink your hiring strategy and visualize your hiring workflow or flow chart. Think about the stakeholders who should be involved at different steps. You can then use the ATS to assign jobs, or candidates, to your hiring team from within the software.

You’ll also be able to measure your recruitment method results throughout the process as you zero in on the perfect candidate. A comprehensive applicant tracking system will gather data detailing your job ad’s performance across job sites.  Finally, an ATS can capture data over time so you know which recruitment methods are bringing the superstar candidates.

Digital Recruitment Methods

Digital recruitment methods, tools, and techniques can save time and improve the accuracy of your data. Directing applicants to a custom job site that has the look and feel of your company’s website can improve the applicant experience. A job site can also save data entry time because the content displayed there is automatically populated by your applicant tracking system.

A job site isn’t the only place where you can save time in your recruitment method and improve the accuracy of your data. With the right applicant tracking system which includes an employee onboarding platform, new employees can input their data into digitized employment forms. Much of this data can then be pushed to your payroll software.

Additionally, an ATS can take the place of redundant Excel files and paper trails by organizing all of your hiring information in one place. Your hiring team and other stakeholders can communicate and complete tasks from within the system.

External job boards are excellent resources when seeking external applicants. But multiple input screens and scattered passwords can prevent you from making the most of online job boards. An applicant tracking software portal will allow you to post your ad on all of your favorite sites with just one click.

The list of recruitment methods in the digital age will continue to grow. But you don’t want to waste time on the ones that don’t work. Tools such as applicant tracking software can help you keep track of the digital recruitment methods that yield the best results.

Regardless of the types of recruitment methods your organization uses, the digital age will extend your reach and make your results more successful. An ATS can make your entire hiring process more manageable.

Selection Methods

As you know, you need to carefully document your recruitment methods and selection process. An applicant tracking system can assist you with this and the associated compliance reporting.

An ATS can make your selection process easier in other ways too. You can use an ATS to rate each candidate. Once you have your short list of interviewees, you can communicate with each one from within the system and utilize integrated calendar scheduling to invite the best candidates to schedule interviews. You can even administer background checks and employment assessments.

Using employment assessment tools in your recruitment method and selection of candidates is an effective way to reduce the time it takes to find your new hire. If you have the right applicant tracking software, you can use custom assessments or choose from a list of industry specific tests.

Recruitment Methods And Savings

When you use the right recruitment method tools, you’ll save time and money whether you’re hiring within the company or bringing in a new employee. Your recruitment and selection process has a powerful impact on your company’s financial health.

It can cost upwards of thousands of dollars to fill each empty chair. Using applicant tracking software that addresses recruitment method challenges will save time and, ultimately, reduce employee turnover.

Download the Recruitment Process Scorecard | ExactHire

 

Image Credit: Photo by Kari Shea on Unsplash

Your Application Process is Worse Than You Think

During this global pandemic, many employers have struggled to remain in business. This is especially true for multi-location employers of large numbers of “non-essential” employees. These organizations weathered the storm of being forced to shut down operations for periods of time to ensure the safety of workers and community.

And while restrictions have loosened a bit, these employers may find that it’s not necessarily easy to rehire previous employees and attract new talent. What worked pre-pandemic, won’t necessarily work post-pandemic. This logic extends to the hiring process–and includes the job application.

Check out this fourth video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

Improve Your Job Application Process

Video Transcript:

Hi, I’m Jessica Stephenson with ExactHire, and in this video series I’ve been sharing the excuses that we frequently hear from employers. Excuses that are crippling their ability to engage and retain job candidates. Today’s quick excuse overview is rooted in denial.

So, in the spirit of admitting that you may have a problem as the first step toward overcoming said problem…Does this sound like something you’ve said…or thought…before? Our application process “isn’t that bad.”

Let’s say that you agree that a 50+ question application is ridiculous. Right????

But wait, when was the last time YOU actually applied to your own company? Have you EVER done it?

If it has been awhile, apply today! While you’re at it, count all the questions in your application. I hope you don’t come up with 28 questions for the picker packer job at your distribution center!

Next, how easy is it for job seekers to apply to multiple job opps at once? This key question is a significant differentiator in today’s job market.

Not every kind of job seeker cares to apply to multiple jobs at your company at once. But let’s think about which ones would…

Those who work hourly positions…and those available to work at multiple locations.

So, when thinking about the application process excuses your company is making…are you hiring a decent amount of these candidates?

How easy is it for them to apply for multiple jobs in one session? And, can they quickly see how close your jobs are to their home or bus stop?

Addressing these questions is one way to improve your applicant experience and fill your pipeline. Your job seekers and you deserve better. Check out the link in the post and learn how ExactHire can help you elevate your employment experience.

 

Schedule a demo with ExactHire now!

We’re ready to learn about your hiring process!

Check out the other videos in this series…

Application Process is Worse Than You Think
Job Seekers Aren't Patient in Hiring Process
Long Job Application | Hiring Process Improvement

 

How to Use an Applicant Tracking System

Of all the decisions you make about your business, whom you hire may be the most critical. The people in your organization produce your product, provide service, and interact with your clients and the public. Your company’s reputation and, ultimately, its success depend on your employees.

So how can you find the right employees for your organization?

Fortunately, you can cast a wide net in the digital age. Thousands of job boards and networks offer you access to millions of job seekers. Unfortunately, when you post that job ad, you get slammed with too many applicants. Many of those applicants turnout to be unqualified candidates. You’re not exactly sure where your ideal candidate is hanging out in the digital world.

But you know the perfect candidate is in the pile somewhere. How can you find them? And how can you improve your hiring process to weed out poor candidates and attract higher quality applicants in the future?

As with every other business decision, making the right choice often depends on working with the best data. An applicant tracking system offers you easy access to hiring data and screening tools that help you avoid interviewing candidates who are a poor fit.

HRIS 101: Using An Applicant Tracking System

A human resources information system (HRIS) does more than manage your applicant and employee information. The right software will help you easily manage your hiring process from start to finish.

From keeping track of job ads for all of your open positions across multiple online platforms to finding the star candidate hidden in the heap of unremarkable resumes, an ATS will save you time.

An HRIS applicant tracking system can help you find the best candidates out of the hundreds of applications you receive. An ATS can scan resumes for the skills and experience you’re looking for. You’ll see your best candidates first.

With everything on your plate, you may be thinking you don’t have time to learn how to use an applicant tracking system. In fact, the right applicant tracking software is easy to learn and will save you time as soon as your first log-in. Applicant tracking systems often come with templates to get you started quickly.

Free Applicant Tracking System Implementation Template

If you’ve ever implemented new software, you know there’s a lot that can go wrong. However, a good provider will know how to implement an ATS without disrupting your business. This starts by choosing a provider that takes the time to understand your current hiring processes.

With the provider understanding your hiring process, your hiring team is more likely to be on board with implementation. Then, your provider can show your team how the software can make your HR processes more efficient. A good HR software provider should also encourage your hiring team to provide feedback on their suggestions.

Choosing a vendor that understands your hiring process and can provide suggestions to improve your HR processes is a good start. But you also need to ensure that the software is designed to help your team realize efficiencies right away.

The implementation of an applicant tracking system can be stressful if it doesn’t come with free templates–or default configurations. Without well-designed templates, your team will spend too much time creating fields and reports instead of using the software to manage applicant data. But be careful. There is no “one-size-fits-all” ATS, so look for a provider that will help you customize the system to fit your unique hiring needs.

Applicant Tracking Software that comes with free templates, yet has plenty of options for customization, is the best of both worlds. You’ll be able to see results quickly. And as you get to know the software, you can customize it to suit your needs.

Finally, make sure your provider will continue to work with your team to ensure success beyond the initial ATS implementation. Installing your new ATS and testing it to work out the kinks is only the first step. Your new software won’t do any good if your hiring manager is still clinging to spreadsheets and a filing system that doesn’t make sense to anyone but him.

Applicant Tracking System Training

The best practices for implementing applicant tracking software will include training for key stakeholders. It’s important that the company you choose provides applicant tracking system training and support.

The training should be focused on each role within the hiring team. For example, training your HR administrator is going to be a little different than training you hiring manager.

An applicant tracking software’s ability to organize documentation is one of its most useful features. When you use an ATS, you get the benefits of a well-organized and digitized knowledge base to replace clunky Excel files and loose paper stuffed in manila file folders.

The basics of an applicant tracking system will funnel applicants through your hiring process so you can choose the best candidate. Over time, your software will collect more data. You’ll be able to use this data to discover the best strategies for attracting quality applicants.

You’ll be able to create custom reports to help you know everything from the most effective screening tools to which job boards netted poor quality candidates. For example, you’ll be able to see performance statistics for all the job sites you’ve used on one screen. You’ll know which online platform works best for your industry and area.

Recruitment Tracker Checklist

You can use your new ATS as a recruiter tracker and so much more. Applicant tracking software will give you the power to manage and organize your entire hiring process.

ExactHire HR software allows you to create users with differing security levels associated with their applicant tracking system login. Your administrative department can enter data and run reports, while your hiring team uses a robust search engine to find the best applicants.

When you use ExactHire Applicant Tracking Software, you’ll be able post your job ad to multiple job boards with a single click. You’ll also be able to track applicant activity for all those online platforms side-by-side, on one screen.

Sort candidates using built-in status codes or create your own. Store applicant data to create a job pool for future openings. You can even flag low quality applicants to prevent them from being considered for future positions.

Finally, robust reporting features are the secret for how to use recruitment software to make hiring more successful and efficient. In addition to easy-to-use, built-in compliance reporting, ExactHire software also features source reporting. Using this feature, you can discover the hiring strategies that lead to successful, long-term employees.

Conclusion

Your company’s future depends on the people you hire. Your employees play a part in everything from implementing your business strategy to working with your customers. In short, your company won’t be successful if your hiring methods fail to find good people. An applicant tracking system will give you the tools to control your hiring process and uncover the strategies that lead to great, long-term employees.

 

What are the Tools of Recruitment?

There’s no doubt hiring managers face many recruitment method challenges as we work our way through 2021.

You may receive more applicants for your job openings as a consequence of the pandemic. But in the aftermath of one of history’s most turbulent years, companies can’t afford to bring on the wrong people just because there are more available. High employee turnover is simply too costly.

Additionally, recruitment methods, tools, and techniques are increasingly more sophisticated each day. Not only do you have to be on the right job sites, you have to get your job ad in front of your ideal candidates before your competitors. And that job ad has to be appealing and engaging.

Once you find a short list of people to interview, you need to create your strategy for choosing the best candidate. From coordinating your hiring team to administering employee assessments, the right tools can streamline and bolster your recruitment process.

Recruitment Methods

There are two primary types of recruitment methods: internal recruiting and external recruiting. Several innovative digital tools can assist you in every step of these recruitment methods. The right applicant tracking software (ATS) can help you manage both of these recruitment methods.

Both methods will use many of the same tools found in an ATS. These include hiring assessments and employment applications. You’ll also need a strategy and recruitment process flow for both methods. An applicant tracking system can help you find candidates and hire the best person whether you’re hiring from within the company or bringing in new talent.

If you’re searching for an external candidate, you’ll need to cast your net into the digital realm using job sites and social media. You’ll also need to engage your candidates where they are: on their smartphones. Your recruiting methods need to be mobile friendly, from the job application to text communications.

On the other hand, you’ll need some specialized tools for your internal recruitment methods. Ideally, succession planning is already part of your recruitment method process. Assessing your current workforce for qualities such as leadership potential and personality type can help you identify the roles in which they can excel.

You can use our Recruitment Process Content Scorecard PDF to analyze and rate your methods of recruitment. This checklist can help you identify areas for improvement from creating a description of your ideal new hire to writing a job ad that will attract the right candidate.

Whatever your recruitment method, you can use the latest recruitment tools and techniques to streamline your hiring process. Applicant tracking software can save you time with one-click posting to quickly advertise to multiple job search sites. You can also manage all of your communications from within the software and leverage customized assessments.

Recruitment Process Steps

Your recruitment process will go more smoothly if you break it down into stages. You can stay on track by assigning a deadline for each task and a stakeholder to bring it to completion. If you’re wondering what are the stages of the recruitment process, then check out our blog post here.

You can further kick the steps in your recruitment process into high gear by downloading our PDF Guide to Superhero Pre-Employment Screening.  This guide is packed with the best pre-employment screening tips to make your recruitment method a success.

Digital tools can streamline each stage of your recruitment method process. When choosing the right applicant tracking software, it’s a great time to rethink your hiring strategy and visualize your hiring workflow or flow chart. Think about the stakeholders who should be involved at different steps. You can then use the ATS to assign jobs, or candidates, to your hiring team from within the software.

You’ll also be able to measure your recruitment method results throughout the process as you zero in on the perfect candidate. A comprehensive applicant tracking system will gather data detailing your job ad’s performance across job sites.  Finally, an ATS can capture data over time so you know which recruitment methods are bringing the superstar candidates.

Digital Recruitment Methods

Digital recruitment methods, tools, and techniques can save time and improve the accuracy of your data. Directing applicants to a custom job site that has the look and feel of your company’s website can improve the applicant experience. A job site can also save data entry time because the content displayed there is automatically populated by your applicant tracking system.

A job site isn’t the only place where you can save time in your recruitment method and improve the accuracy of your data. With the right applicant tracking system which includes an employee onboarding platform, new employees can input their data into digitized employment forms. Much of this data can then be pushed to your payroll software.

Additionally, an ATS can take the place of redundant Excel files and paper trails by organizing all of your hiring information in one place. Your hiring team and other stakeholders can communicate and complete tasks from within the system.

External job boards are excellent resources when seeking external applicants. But multiple input screens and scattered passwords can prevent you from making the most of online job boards. An applicant tracking software portal will allow you to post your ad on all of your favorite sites with just one click.

The list of recruitment methods in the digital age will continue to grow. But you don’t want to waste time on the ones that don’t work. Tools such as applicant tracking software can help you keep track of the digital recruitment methods that yield the best results.

Regardless of the types of recruitment methods your organization uses, the digital age will extend your reach and make your results more successful. An ATS can make your entire hiring process more manageable.

Selection Methods

As you know, you need to carefully document your recruitment methods and selection process. An applicant tracking system can assist you with this and the associated compliance reporting.

An ATS can make your selection process easier in other ways too. You can use an ATS to rate each candidate. Once you have your short list of interviewees, you can communicate with each one from within the system and utilize integrated calendar scheduling to invite the best candidates to schedule interviews. You can even administer background checks and employment assessments.

Using employment assessment tools in your recruitment method and selection of candidates is an effective way to reduce the time it takes to find your new hire. If you have the right applicant tracking software, you can use custom assessments or choose from a list of industry specific tests.

Recruitment Methods And Savings

When you use the right recruitment method tools, you’ll save time and money whether you’re hiring within the company or bringing in a new employee. Your recruitment and selection process has a powerful impact on your company’s financial health.

It can cost upwards of thousands of dollars to fill each empty chair. Using applicant tracking software that addresses recruitment method challenges will save time and, ultimately, reduce employee turnover.

Download the Recruitment Process Scorecard | ExactHire

 

Image Credit: Photo by Kari Shea on Unsplash

Your Application Process is Worse Than You Think

During this global pandemic, many employers have struggled to remain in business. This is especially true for multi-location employers of large numbers of “non-essential” employees. These organizations weathered the storm of being forced to shut down operations for periods of time to ensure the safety of workers and community.

And while restrictions have loosened a bit, these employers may find that it’s not necessarily easy to rehire previous employees and attract new talent. What worked pre-pandemic, won’t necessarily work post-pandemic. This logic extends to the hiring process–and includes the job application.

Check out this fourth video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

Improve Your Job Application Process

Video Transcript:

Hi, I’m Jessica Stephenson with ExactHire, and in this video series I’ve been sharing the excuses that we frequently hear from employers. Excuses that are crippling their ability to engage and retain job candidates. Today’s quick excuse overview is rooted in denial.

So, in the spirit of admitting that you may have a problem as the first step toward overcoming said problem…Does this sound like something you’ve said…or thought…before? Our application process “isn’t that bad.”

Let’s say that you agree that a 50+ question application is ridiculous. Right????

But wait, when was the last time YOU actually applied to your own company? Have you EVER done it?

If it has been awhile, apply today! While you’re at it, count all the questions in your application. I hope you don’t come up with 28 questions for the picker packer job at your distribution center!

Next, how easy is it for job seekers to apply to multiple job opps at once? This key question is a significant differentiator in today’s job market.

Not every kind of job seeker cares to apply to multiple jobs at your company at once. But let’s think about which ones would…

Those who work hourly positions…and those available to work at multiple locations.

So, when thinking about the application process excuses your company is making…are you hiring a decent amount of these candidates?

How easy is it for them to apply for multiple jobs in one session? And, can they quickly see how close your jobs are to their home or bus stop?

Addressing these questions is one way to improve your applicant experience and fill your pipeline. Your job seekers and you deserve better. Check out the link in the post and learn how ExactHire can help you elevate your employment experience.

 

Schedule a demo with ExactHire now!

We’re ready to learn about your hiring process!

Check out the other videos in this series…

Application Process is Worse Than You Think
Job Seekers Aren't Patient in Hiring Process
Long Job Application | Hiring Process Improvement

 

Job Seekers Aren’t Patient Enough to Complete Your Whole Job Application

Do you struggle to find balance when it comes to gathering the right amount of information about job candidates during the employment application process? If you ask too many questions, your application conversions plummet and you’re left scrambling to find talent. If you ask too few, then it can be difficult to screen candidates well enough. After all, you’d rather avoid lengthening your interview process because you’ve advanced under-qualified individuals too far into the selection cycle.

This scenario nicely summaries one of the hiring process dysfunctions we regularly see with ExactHire client prospects. And in truth, many employers skew toward asking too many questions up front–with disastrous results!

This is the third video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

Job Seekers Aren't Patient | ExactHire

Video Transcript:

Hi, I’m Jessica Stephenson with ExactHire, and I’m here to share another “no excuses” hiring process video with you. If you find that your organization is guilty of this excuse, then don’t worry…I’ll share a strategy for overcoming it, too. Before you know it, you’ll be on your way to better job candidate engagement.

So here’s another excuse that some employers have been making for awhile… It will be too much work to screen later in the process.

I get it…”if you ask fewer questions up front in the job application, then you have less information to go by when it comes to screening your job candidates.”

However, your lengthy job application is going to dramatically decrease the number of candidates you’ll put through your hiring process–so, you may have some free time for extra screening on your hands.

In our current reality, you must decrease your application complexity because the opportunity cost of a long employment application, is more time sourcing more candidates because there isn’t enough talent in the pipeline. That is, talent who is willing to take 20 minutes to fill out your job application.

Let’s narrow in on a specific set of job seekers for a moment. Let’s talk about hourly jobs that don’t require a complex skillset. If a job seeker is targeting retail, quick service, distribution, or maybe cleaning and sanitation, he or she is applying to a category of job that may only require one interview before an offer is made. These industries just don’t have long hiring processes because many of the jobs have low barriers to entry.

In fact, according to Glassdoor Economic Research, some of the industries this type of job seeker would consider, have a very speedy interview process–like Restaurant & Bar–which averages just 10.2 days.

Since this job seeker persona’s potential position with you doesn’t require complex skills, there’s no need to ask them a ton of questions at the front of the hiring process…and because this persona isn’t as particular about the type of hourly job…if it is too much work to read through your job and complete an application…they’ll just apply to your competitors down the street instead.

What if you could have your cake and eat it too? What I mean is, have a short, initial application with only deal-breaker questions and get more applicant info as you need it.

Set expectations with job seekers that if initial requirements are met, they may be asked to complete more application steps later. Think of it as a progressive profile of your job candidates.

Job seekers will appreciate a short application up-front, as well as your professionalism in telling them what to expect throughout the process.

HR technology is making it easy to utilize multi-step applications. ExactHire’s hiring software can empower your organization to leverage this strategy and overcome its excuses. Check out the link in the post and let’s improve your job seeker employment journey together!

 

Schedule a demo with ExactHire now!

We’re ready to learn about your hiring process!

Check out the other videos in this series…

Application Process is Worse Than You Think
Job Seekers Aren't Patient in Hiring Process
Long Job Application | Hiring Process Improvement

 

Why Are Applicant Tracking Systems Important?

It’s no easy feat being a hiring manager in the digital age.

A dozen online job boards means a dozen passwords and methods for posting openings. Over 150 million applicants are scouring those job search sites. Every position you post will likely receive hundreds of resumes. You have to sift through them all before you find the four to six candidates with the skills and experience to warrant an interview.

Or maybe you don’t. An applicant tracking system will give you the power to harness the digital age to make the most of your recruiting data.

You can let an applicant tracking system do the grunt work for you. The benefits of using software to track your hiring efforts go beyond saving a few clicks or tossing your password book. The built-in analytics that come with the system will help you hone your most effective hiring and retention practices. Ultimately, better candidates will become more valuable new hires with better retention rates.

Intro to Applicant Tracking Systems

An applicant tracking system will help you manage all your recruiting efforts, from posting the position to sending the offer letter and everything in between.

You’ll finally be able to post your open positions to multiple job boards and social media sites with just one click of your mouse. You’ll also be able to monitor your posting’s response across all those platforms. The data an applicant tracking system provides will help you optimize postings to attract higher quality candidates.

An applicant tracking system will allow you to customize your application for each position and location. You won’t need to depend on an individual job board’s capabilities. You can also use job screening questions to automatically rule out unqualified applicants. With an applicant tracking system, you can test your candidates’ resumes by requiring them to complete assessments.

Now that you have only qualified candidates in your job pool, you can begin sorting and applying status codes to applicants. An applicant tracking system can find resumes using keywords and other search parameters. You can save applicants and import them as potential candidates for future job openings.

An applicant tracking system doesn’t just make finding the perfect new hire easier. It also helps you track data for federal reporting purposes. You can automate the tasks and reports you require to ensure recruiting compliance. An applicant tracking system will even update the latest requirements to help you remain compliant.

Applicant Tracking System Features and Benefits

Applicant tracking software offers benefits and features throughout the hiring process.

Being able to attract more qualified candidates is just one applicant tracking system feature. For example, perhaps you’ve been too swamped to post your positions to more than a couple job boards. If so, you may have been missing out on your ideal applicant. With an applicant tracking system, you can post to multiple job websites with a single process.

Once job seekers find your posting, they can opt to apply for more than one job. The resumes and applications you receive can be saved for future job openings. With an applicant tracking system, you’ll be able to create a pool of applicants who have already expressed interest in working at your company.

You’ll be able to engage applicants on the devices they use the most. Millennials make up the largest demographic in the workforce. Your hiring process must be mobile friendly if you are going to reach the most candidates.

An applicant tracking system will make it easy for job seekers to post their resume and fill out your application from a mobile device. When it comes time to contact desirable candidates, you’ll be able to send text and email messages from within the applicant tracking system.

An applicant tracking system can improve the workflow of your entire hiring process. Everyone on the hiring team can work within the same platform. You can set up multiple users with varying levels of access. You’ll be able to set up interview questions and other documents for each position. You can search, sort and apply a status to applicants so only those who are most qualified are at the top of the pile.

From there, you can easily view all your communications with applicants. You’ll be able to schedule interviews. You can even disqualify candidates for future consideration. You can order background checks and send offer letters from within the program. Once you have your new hire, you can transfer all of her relevant information into employee onboarding software.

Applicant Tracking System Advantages

Companies spend billions each year in their recruiting efforts. Much of this cost comes from the time it takes to find, hire and train new employees. The cost is compounded when new hires leave before their first anniversary and hiring managers must go through the process all over again.

An applicant tracking system can help you reign in those costs. Many companies lack a centralized platform for their recruiting efforts. Job postings, resumes, and candidate communications are scattered in a slipshod collection of spreadsheets and filing cabinets.

An ATS offers features that you just can’t replicate. For example, the system can seamlessly integrate with online job boards. When an applicant tracking system is an Indeed partner, you’ll be able to allow candidates to view and start the application process for your job posting directly from Indeed. An applicant tracking system can upload a resume in PDF format to make it easy for job seekers on-the-go to quickly indicate their interest. Then, you may invite screened candidates to provide more information later in the selection process with a multi-step job application.

Putting your hiring documents and information in one easy-to-use platform will help you avoid wasting your team’s time. A robust platform that integrates with the latest hiring trends is better than learning how to build an ad hoc applicant tracking system with spreadsheets and a paper trail.

An applicant tracking system is better than an Excel template because it’s designed to parse through a large collection of data. Applicants will be loading their information into the system themselves when they apply on an easy-to-use job site featuring your company brand. From there, you’ll be able to search through applicant data without complex formulas. You’ll have simple searches and reports readily available.

With your system and hiring process in the cloud, you won’t need to rely on your company’s slow IT team. Your applicant tracking system also won’t be limited by the functional requirements of your company’s server. The scalability of an applicant tracking system means it can grow with your company.

Applicant Tracking System Disadvantages

Tracking applicants through an ATS doesn’t work for all employers.

It’s nice to have the capacity for data. But you’ll need to invest time for training stakeholders to manage the hiring process within an ATS system. For that reason, even stand-alone applicant tracking software is not for employers who hire rarely. And, an ATS that may be a part of an enterprise HRIS (human resources information system) is generally used by mid-sized organizations and larger businesses.

An applicant tracking system may not be necessary for employers that are not required to file recruiting compliance data. For example, businesses with fewer than 50 employees that also don’t have government contracts may not benefit from the data capabilities of an applicant tracking system. Such companies likely have just one person who manages the bulk of the hiring process using email folders, spreadsheets or a web form on their corporate website.

Characteristics of Top Applicant Tracking Systems

The best applicant tracking systems in 2020 bring candidates and the entire hiring team together. They’re more than a holding place for data. These platforms work harmoniously across users and sync across multiple websites.

Look for a platform that gives appropriate levels of access for all stakeholders. Your team will be able to collaborate from within the program. From the job’s qualifications to the interview questions, you’ll have an organized repository for the position’s important information.

A great hiring experience isn’t just important for your team. It’s essential for the applicants too. Look for a system that offers a customized online application on a jobs site that complements your branding.

The top applicant tracking systems in 2020 work seamlessly with the latest hiring trends to save time and money. But the savings don’t stop with the text recruiting feature. ATS analytic capabilities will help you zero in on the hiring practices that net you the best new hires. Increasing hiring efficiency is how many companies use applicant tracking systems.

Countless valuable features are why 98 percent of Fortune 500 companies rely on applicant tracking systems.

Perspective on the Applicant Tracking System Free Scan

One of the most powerful features of applicant tracking systems is their candidate profile scanning capabilities. You want to make sure the system you choose gets this feature right. Otherwise, the best candidates may float to the bottom of your talent pool if you can’t perform robust search queries.

Tech-savvy applicants will strive for an ATS-friendly resume. They may load their resumes with the keywords they think you’ll search for in your job scan. There are plenty of blog posts about applicant tracking system free scans online that may inform them and impact their perspective.

You don’t want a new hire who can manipulate the system. You want the best qualified candidate for your position.

Some online job boards offer an applicant tracking system free download. But these low-quality platforms don’t offer a robust job scan for candidate profiles. An applicant tracking system that’s free is not necessarily good for qualified job seekers and could sabotage your hiring efforts.

The digital age connects you with more highly qualified candidates than ever before. But if you don’t have a robust applicant tracking system, you’ll be bogged down with too much data and redundant processes. You’ll never know where you consistently find your best hires, and you’ll have trouble knowing how to increase your employee retention rates.

Coordinate more efficiently with your team. Advertise across job boards and social media sites with minimal effort. Find the best resumes without bothering with low-quality job seekers that try to buck the system.

A robust applicant tracking system will help you manage and organize your hiring efforts. Once your open positions are populated with rock stars, you’ll be able to retrace your steps and gain insight that will save time and money in the future. 

Want to learn how to choose the right recruiting and HR software?

Choose Right HR Software | ExactHire

Photo by Alesia Kazantceva on Unsplash

Release Notes: Tracking Job Application Abandonment and Improving User Experience

[WEBINAR] Hiring Issues Addressed by Tech & Data



Gain new ideas, and a new perspective

May 21, 2020 | 2:00 pm EDT

(30 min. presentation + 15 min. live Q&A)

Who says your hiring process has to be the same as 8 years ago? We’re going to talk about traditional HR process, and how applying technology backed by data can shift your perspective. You’ll also hear real-life examples of how strategies learned in other departments can be applied in the Human Resources department.

In this ExactHire webinar, we’ll dig into the critical ways in which leveraging technology and analyzing data can help you overcome your most pressing hiring issues.

Specifically, we’ll discuss how to:

  • Understand the talent acquisition process to avoid pitfalls.
  • Identify HR trends that encourage adoption of new technology.
  • Increase your knowledge of today’s successful hiring practices

At the end of the recording, our team does a Q&A to answer job application-related questions.

[WEBINAR] New Features for Hiring in the New Normal

Hiring in New Normal | ExactHire Webinar


New Features for Hiring in the New Normal

Even though we are still in the midst of the COVID-19 crisis, the way employers approach the hiring process and employment in general will be forever changed as a result of this paradigm-shifting event.

Savvy employers will adopt HR software that makes it easy to quickly and efficiently move candidates through the hiring process. Those organizations that engage job seekers with streamlined scheduling tools, clear and prompt communication, and resources to orient them to the location of jobs will be well-positioned to succeed as we progress through the pandemic.

In this webinar, we’ll review these new ExactHire hiring software features:

  • the interview scheduler which integrates with your calendar,
  • customizable advancement and disqualification reasons,
  • customizable tags that may be used to manage and organize users and jobs,
  • job listing previews to simulate how a job description will appear to external job seekers,
  • a WYSIWYG editor for application templates, job questions, and candidate emails, and
  • how to utilize Google Maps integration to improve your candidates’ experience.

At the end of the webinar session, our team will conduct a live Q&A to answer ExactHire ATS product-related questions.

Release Notes: Interview Scheduling, Custom Tags, Job Previews and Maps Integration

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