The days of physical storage of resumes in human resources departments are probably long gone. They have been replaced by online and electronic storage systems of varying sophistication and usefulness making the talent manager’s jobs easier or just as challenging as before depending on the solution adopted.
In its most basic form, the digitising and centralising of candidate data may be as simple as a combination of spreadsheets, emails and online document storage facilities like Google Docs. Whilst this is an improvement over a manual system with physical resume storage it is probably far from efficient so it may be time to consider a specialist Applicant Tracking System (ATS) where all data and tasks relating to recruitment can be performed within a single system.
GDPR.
The General Data Protection Regulation (GDPR) rules introduced for in Europe now exist in most jurisdictions in one form or another. These regulations relate to the fair collection, processing and storage of personal data. Human resources managers must ensure that in handling any candidate data they comply with the GDPR principles that apply in their location.
Job Advertisements.
Automating the posting of new job roles in pre-selected media and job boards can save human resources from manually posting to individual boards. Once the preferred advertising media have been set up the process can be automated to save time.
Candidate Sifting.
With many advertisements receiving in excess of 200 applicants for any open role the sifting of candidates can take an extraordinary amount of time if done manually. By having resumes submitted directly into an ATS in a given format the sifting process can be automated at speed.
Team Collaboration.
Having job roles and resumes held electronically in a central repository can assist with collaboration between human resources and hiring managers. Responsible people can have access to the same candidate data allowing hiring managers to search for talent already in any ATS to identify candidates that may have been unsuccessful for previous roles, this will negate the need for advertising a new open role.
Matching Capabilities.
The effectiveness of matching candidates to open roles will be determined how any selection criteria is set up but any ATS that utilises Artificial Intelligence (AI) to do this will benefit from higher quality matching at a faster pace.
Candidate Experience.
Any ATS should give recruiters the ability to create automated responses to ensure that candidates receive timely and appropriate messages regarding the progress of their application. These messages should be customisable when required by the recruiters to ensure that candidates feel they are receiving regular updates.
Using ATS tech hiring tools makes the entire recruitment and selection process more efficient and helps to reduce the cost of hiring as well as speeding up the entire process.
One such company who are game changing the face of recruitment by providing a robust process to deliver more efficient recruitment without bias is Hire Digital. A start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their ATS software platforms give digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.
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