Many human resource departments are now using applicant tracking systems as part of their operation. This technology has become very popular because of the capabilities it can deliver. It can be used to review and organize job candidates, screen resumes, evaluate skills of applicants, and perform background checks.
At their best, these systems allow job hunters to find out the latest situation on the jobs they have applied for. They can see who is looking at their resume. Candidates can be screened, interviewed and hired through the system.
At their best, they can do all of these wonderful things, but all too often, says human resource professional Janine Truitt, they are not at their best
For all its advantages, companies still need to keep in mind that it is just a tool, an instrument that needs to be handled appropriately to get the best use out of it, Truit says.
So, if you are currently installing such a system, you need to remember the old saw – garbage in, garbage out, Truitt says. If the recruiting, hiring and onboarding procedures at your company are inefficient or have other shortcomings, those will be carried over into the tracking system. Companies need to remember that their hiring procedures control the tracking system, not the other way around, according to Truitt.
These systems are capable of doing a lot of things related to hiring, but there are still things they cannot do, and should not be expected to do. Don’t expect them to be able to interface with other systems at the company unless they have been specifically programmed to do so. They are meant to help human resources attract, select, hire, and develop employees, and that is all that they should be expected to do, Truitt says.
When choosing a tracking system, make sure that it is user friendly, easy to understand and navigate. Also, when choosing a system, try to see it from the job hunter’s point of view as well. How easy is it for them to understand and navigate?
It is true that applicant tracking systems are pretty amazing examples of information technology. But, when they are made to serve a poorly planned selection and hiring process, they will only add to a company’s problems. Again, the whole process begins with devising an effective and efficient process which the systems can enhance.