Why human touch is required for ATS

Most of the companies has an web based applicant tracking system. When someone applies to a specific job you’re sourcing, you get a notice as well as a candidate aslo get notified. In theory, applicant tracking softwares are great. Applicant tracking solution allow HR professionals to keep on top of numerous requisitions, sort through stacks of resumes without touching a single sheet of paper and run reports to understand the level of interest in any job posting.
But if these systems make the entire hiring process easier, why do job candidates hate them so much? Because they take the “human” out of the process.

The Danger of Asking Questions Without Context
The questions on a standard application form are often intrusive and provide no room for context. The system demands a number, and gives no opportunity for a candidate to explain if a role was part-time. As a result, if the recruiter runs a query on salary, some worthy candidates may not show up at all.

As recruiters, hiring managers and HR generalists, we want to know as much as possible about candidates before offering an interview. But in return, we provide candidates with as little information as possible. We communicate when we need to know something, but not when they need to know something. We’ll contact a candidate to set up an interview, but we’ll rarely contact a candidate to say, “We’re not interested.”

How to Look Beyond the Checkbox
Since the ATS masks the actual humans behind the process, we easily reduce job seekers to checkboxes. Instead of thinking, “The person who submitted this resume is really interested in this job and holding out hope that we’ll give her an interview,” we think, “Only three years of experience, a degree in business and no statistical skills. Reject!”

It’s important to know when a candidate isn’t a good fit. We want to use everyone’s time – our time, the hiring manager’s time, the candidate’s time – strategically. But when we reduce people to checkboxes and keyword searches, we often skip over people who can do the job, but may not have every checkbox filled in.

It’s important to question why you are looking for someone with a degree in the first place — it’s probably not because they need a piece of paper to hang on the wall. It’s because having a degree shows you can stick through something difficult and perform. Additionally, when we rely on computers to screen our applicants, we may accidentally reject qualified people just because the keywords are so specific.

Applicant tracking systems are efficient, but they can also cause you to miss out on the unique experiences that define a great applicant. It’s important to remember to keep the “human” in human resources – use the ATS as a tool, not as the final decision-maker.

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