The way companies recruit new employees is changing, thankfully! Gone are the days of being buried under paperwork and spending hours trying to prioritise CVs and cover letters, rejecting some because of spelling mistakes and typos and others because of an absence of essential skills and qualifications. Organisation has moved on also, which in this fast-paced world isn’t just useful, but essential. Candidates are not the only ones that need to impress anymore; companies do too; they have to show they are worth working for. Part of which means acknowledging candidates, responding quickly and even providing helpful feedback, all of which is easier when you have digital processes in place.
It all sounds good, right? But, how much difference does going digital really make? The answer is a lot but read on to find out why.
Why go digital?
If you receive CVs to your email rather than through your letterbox and advertise on electronic job boards rather than in the local newspaper or shop window, you’ve already digitised part of your recruitment process, and just think how much difference it’s made. An Applicant Tracking System (ATS) will improve things further; it simplifies and speeds up the entire recruitment process from start to finish, making the experience more efficient for both you and your candidates.
It starts with the job advert. An ATS, like ours, posts your carefully scripted job advert on multiple job boards, extending your reach and increasing your chance of finding that perfect candidate. This then leads straight into the application process. Candidates fill in their details, click submit, and all their information is saved in the system without input from you. Some ATS’s scan CVs for keywords to help you prioritise suitable candidates, but this can be inaccurate and lead to the rejection of your perfect employee or pointless interviews as it relies on candidates including the right words and phrases in their CV. One solution is to remove CVs completely, which is what we do. Candidates apply by filling in a tailored application form that comprises only questions relevant to your workplace, and it includes psychometrics and behavioural testing, something which other ATS’s miss. This alone saves you considerable time but consider that the ATS then analyses the information to create a shortlist for you. All you need to do is log in, read the ranked list and invite the top few for an interview, which can be done at the click of a button because all contact information is saved in the system. If you like to be more thorough though, that’s easy too; you can easily view all information about the candidate and make notes on what you decide. And finally, given that recruitment is rarely a one-man job, if you want to compare notes with a colleague simply invite them to log in to the ATS, review candidates and leave their own comments. You’ll always know what stage you are at and what needs to be done next to keep your recruitment on track.