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are you referring to a new applicant tracking system or just refining the one you already have?...I work for one of the premier ATS providers in the industry and would be happy to show you some of the things we offer.
Feel free to PM me if you are.
Oh, thanks, but no thanks. We have a tracking system and we're happy with it. I'm just talking about the entire application process from beginning to end. We want any applicant to walk away thinking, "I may have not gotten the job, but what a great experience. Good job XYZ Company!"
The biggest pain in my rear that has caused me to literally forfeit applying and x-ing out of the page is when I've uploaded my resume and I am still expected to MANUALLY fill out the things ALREADY covered in my resume. Some applicant tracking systems can successfully extract data, but not all. I don't see the point in uploading my resume if I'm going to have to manually do it all again any way.
I think it would be great for these applicant tracking systems to have automated rejection letters. As soon as a candidate is chosen (and it could even give them an option to choose their top 3 candidates), then all others who submitted through the system get a rejection letter. Or even if it had to flexibility that at multiple rounds/stages, rejection letter is given.
Would also be nice if they had a feature like LinkedIn that will tell you based on keywords/phrases in your application, how close of a match you are to the job itself/how you stand against other applicants.
Great feedback. Thank you. I'm not sure how our system works, but I agree, it is nice to even get that "thanks, but you don't qualify" notice so you know you're out of the running versus hoping and waiting.
I don't know how much we use keywords, but I do like that idea too. Our volume isn't so high that our system immediately declines people.
The biggest pain in my rear that has caused me to literally forfeit applying and x-ing out of the page is when I've uploaded my resume and I am still expected to MANUALLY fill out the things ALREADY covered in my resume. Some applicant tracking systems can successfully extract data, but not all. I don't see the point in uploading my resume if I'm going to have to manually do it all again any way.
- Extract my info from my resume correctly
- Have a good job description w/o your internal acronyms
- List salary range
- When you are no longer accepting applications, stop accepting them
- When the job has been filled, remove them from the listing
- If I come for a f2f interview, let me know whether I got the job as soon as a decision has been made
- Don't ask me for all supplemental info (SS#, background check consent, credit check consent, etc) until you are ready to hire me
- try to make a decision within three or less rounds of interviews; cram as many people as you need in each round
- Extract my info from my resume correctly
- Have a good job description w/o your internal acronyms
- List salary range
- When you are no longer accepting applications, stop accepting them
- When the job has been filled, remove them from the listing
- If I come for a f2f interview, let me know whether I got the job as soon as a decision has been made
- Don't ask me for all supplemental info (SS#, background check consent, credit check consent, etc) until you are ready to hire me
- try to make a decision within three or less rounds of interviews; cram as many people as you need in each round
Thanks! These are definitely on my list too. Especially the supplemental info and how many rounds they have.
Here is how I would describe my ideal system. Not sure how big or small your organization is so this may or not be feasible, but here is my (realistic) ideal:
-Job posting contains the name of the company, a short blurb about their mission, enough information about the opening that I could have a reasonable idea of how the employee will be spending their time, and a general salary range for the position.
-Ad includes a link to a straightforward application page where the applicant can attach a resume, a cover letter, and any supporting documentation if necessary. There is nothing else to fill out; simply select the opening you are interested in, upload your materials, and that's it. Ideally this page would confirm that the upload was successful, maybe with something like this:
Resume [upload button] Complete [green font] [File name]
Cover Letter [upload button] Missing [red font] [Blank for file name]
-Once you finish your uploads, you are prompted to create a login with which to check your application status. Statuses would be something like complete, retrieved, pending, and not selected. An auto-email goes out to thank you for your application and offers a generic HR email address for questions or concerns.
-Keep applicants informed about the status of the hiring process. If they are out of the running, let them know. If you have been in contact about a timeline and there is a major delay, let them know. On that note, don't offer artificially short timelines. Managed expectations breed happy constituents; it's fine to tell an interviewee that it will take 6 weeks to finalize a decision, but it's less fine to tell them you will have an answer by tomorrow/Friday/next week and then proceed to take 6 weeks to decide.
-When you do interviews, try to respect their time and yours. It is fine to have multiple rounds of interviews if it's adding something meaningful to the process, but don't drag things out just to drag them out. Try to be as flexible as possible with interview times, both in person and phone screens. Schedule both well in advance; don't be one of those companies that calls and asks if this would be a good time for a phone interview. Applicants will agree so as not to get left behind, but catching them by surprise doesn't do any favors to either you or them.
-If rejected applicants request feedback, provide it whenever you are able. It can be a real help, particularly to a young applicant, to explain that you are looking for someone with Skill X or Experience Y.
First, I would like the job description to be as complete as possible as to what the job will entail, what experience and education is required, and a very narrow range as to what the salary will be.
Second, I would like a response to my application or resume no more than two weeks after I complete it or mail it off.
Third, when I interview, I would want the person to whom I would report to be there (as well as someone from HR or Personnel).
Fourth, I would like to know not more than one week after I interview whether or not I am still in the running.
Fifth, I would not want to wait more than two weeks after interviewing to know whether or not I got the job, and if so, to receive a firm offer at that time.
1) If you are no longer recruiting for the job, please take the posting down- I would rather not waste 20-30 minutes however much time on a job that has been filled.
2) Is there anyway where I don't have to reenter everything verbatim from my resume, even though I uploaded my resume previously. Why do I have to repeat job history, contact info etc... if the resume has been already uploaded?
3) If you know for certain that X candidate is no longer in the running for the position, can you please notify the candidate right away. I.e... I interview for a job, the interviewer tells me that in 2 weeks time I should not if I am going forward, yet 3 days later they know for sure that I am no longer a candidate for the position- instead of informing me that the end of 2 weeks, they can inform me right away, right as soon as they know they no longer want to pursue me as a candidate.
4) More of a personal thing instead of a job application issue, but I have to ask. "I can't get hired because I don't have experience, yet how can I get experience if no one will hire me?" - why does this still exists? Why is "entry level", 2-3 years of experience and prefer a degree in X?" Are companies too reluctant to invest in the work force today? Is the job so complex that for certain you will only hire a person with a degree in X as opposed to hiring someone with a degree in Y and training him/her to do the job?
The biggest pain in my rear that has caused me to literally forfeit applying and x-ing out of the page is when I've uploaded my resume and I am still expected to MANUALLY fill out the things ALREADY covered in my resume. Some applicant tracking systems can successfully extract data, but not all. I don't see the point in uploading my resume if I'm going to have to manually do it all again any way.
I think it would be great for these applicant tracking systems to have automated rejection letters. As soon as a candidate is chosen (and it could even give them an option to choose their top 3 candidates), then all others who submitted through the system get a rejection letter. Or even if it had to flexibility that at multiple rounds/stages, rejection letter is given.
Would also be nice if they had a feature like LinkedIn that will tell you based on keywords/phrases in your application, how close of a match you are to the job itself/how you stand against other applicants.
This x 1000. Perhaps you can explain why so many companies do this! If you have my resume, why do I need to manually enter everything as well? Drives me nuts!!
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