My last blog “Conversations with Recruiters” focused on the use of screening in an ATS – helping recruiters to overcome trepidations regarding. their automatic screening tools.
Starting today, we will continue with the question posed last time
|Why did your company make the investment in purchasing an ATS? (Applicant Tracking System)|
This week, we’ll look at the 2nd most common answer:
- The capability to source staff using a candidate database, thereby reducing time to hire.
Your candidate database is the key.
Time is money and time without the right staff in the right role, doubly so. Since the dawn of the in-house recruitment department, every recruiter has been charged with a ‘Time to Hire’ KPI. It is a deliverable that we can not and should not escape.
The boffins that have created your ATS know this. In trying to make it easier to reach these goals, they have also implemented tools to assist you.
These same boffins repeatedly hit their foreheads with an open palm when they see time and time again, a recruitment strategy/process that looks a little bit like this.
|1||Authority to recruit is raised and approved|
|2||Recruiter/Hiring Manager creates job requisition in ATS|
|3||The job is made public and to posted to various job boards and social media sites|
|4||Candidates happen upon these adverts and start applying|
|5||The recruitment staff start screening candidates|
Somewhere in that Hit and Hope process something is missing. In the coming weeks, thegraemewhite.com will explore how your database can work for you.
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In the mean time, I welcome your comments and questions.