Applicant Tracking Systems - Time in a Bottle
A typical applicant tracking system (ATS) provides employers with the information they need to make informed hiring decisions. They collect application information including name, address, education, work experience and skills; their proof of eligibility to work in the United States; and other data they require when determining who should be interviewed. They also have features designed to help candidate data be reported on time and accurately such as alerts for late reports or missing information as well as reminders for filing fees. Employers often have additional features designed specifically for them such as interviews or cognitive assessments.
One ATS feature is particularly appealing to employers seeking to fill a position quickly. Many systems allow them to specify how quickly they want the candidate review process completed and they can monitor the status of an applicant's progress through it.
They can also specify how many candidates they expect to interview and by when. If a candidate falls behind, an alert goes out immediately notifying the employer, or their third party staffing agency, (if they use one), that she is behind schedule. She can be called or emailed in order to help her return on track with the hiring schedule, or she can be disqualified if it obvious she won't make it in time.
This feature is especially useful for employers with a hard deadline to fill a specific position, or if they must begin training an employee as soon as she is hired.
An interesting aspect of this feature is that it allows employers to be extremely specific. They can report on how the candidate is progressing, and even include suggestions on how they believe she can improve her progress through the hiring process.
Employers are also able to track their own progress through a hiring decision cycle by monitoring the number of candidates in each stage of review processed each day; by checking out what percentage move forward versus those who are removed; and by graphing the total number processed in each stage over time.
Employers are also able to export reports and data by year, quarter or month in graph or spreadsheet format.
By setting a specific time frame for each candidate to complete the hiring process, employers are able to:
*Re-allocate their current resources to hiring other candidates. They can use this approach with candidates who meet their requirements but aren't ready, in order to create an effective pipeline capable of filling their hiring needs quickly.
*Track how many applications they receive during a certain period of time in order to evaluate the effectiveness of their recruiting efforts during that period.
*See which applicants ultimately declined their offer versus those who did not in order to reduce the number of "bounce backs."
*Determine how many people are filing a job application but ultimately deciding against taking the next step such as completing an interview or offering a position.
*Determine if their systems and processes are working effectively or require changes to increase productivity.
No employer has unlimited resources, yet everyone wants to know where they can find great candidates quickly: People with credentials that match their needs; people who have what it takes to perform the job successfully; and people who will fit well into their team culture. ATS features that allow employers to specify how quickly they want qualified candidates can help them achieve this goal.
When employers use them they are able to answer questions such as, "How many people in my company receive a job application each week? What percentage of those applicants are ready for employment? How many new hires have been made this quarter?" "What percentage of applicants from this source will move forward to the next stage of the hiring process? Which ones will be disqualified for being late?" and "How many applications came from this source and were filed by the end of last week? How many made it to the next stage?" Knowing these things allows them to more effectively manage their workforce.
Employers can use a variety of ATS features, but their newest one may be time in a bottle. This feature allows employers to track the pace at which a candidate proceeds through the hiring process. When they are ready to hire, they enter a specific time frame for each step of the process and ATS monitors and reports on the progress of each applicant through it.
This feature is useful for employers who have employees with varying levels of experience and education. Those who have less recent job experience may not be able to perform basic tasks quickly, but those who have more recent experience may have what it takes but need some extra training in those skills for their first day on the job.
They can specify a longer time period for one than another and give each candidate a realistic chance at success.
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Conclusion:
*Even after you have hired a new employee to replace an existing employee, you can check on their progress through the hiring process to see how they are progressing. You will also be able to see how many applications they were able to get, and how many of those are still in the process of being processed.
*If you don't want your employees to leave in case they can't make it in time, or for any other reason, this feature is perfect for you.