Applicant Tracking Systems (ATS)
Resumes Are Like Wine
In response to my recent post about the deficiencies in the search capability of many Applicant Tracking Systems, a few people commented to the fact that resumes stored in applicant tracking systems become stale and outdated over time, which may explain why ATS resume databases are often the candidate “source of last resort.”
While candidate records inevitably age [...]
Job Posting vs. Searching for Candidates
Posting jobs in an attempt to attract qualified talent has many intrinsic flaws, and I feel that the 2 most significant limitations inherently involved with posting jobs is that:
Job posting is a passive strategy that affords no control over candidate qualifications
Job ads only attract candidates who are actively looking
In comparison, proactively searching for qualified candidates is an active strategy which offers significant control over [...]
Why Do So Many ATS Vendors Offer Poor Search Capability?
This question has been burning in my mind for quite some time – why is it that so many ATS/recruiting CRM vendors offer poor or limited candidate search functionality? I’m not talking about ATS vendors you’ve never heard of – I’m talking about some of the biggest names in Applicant Tracking/Candidate Relationship Management applications.
I’m well aware [...]
E-Sourcing ROI: Searchability vs. Data Depth
I define e-sourcing as proactively searching information systems (ATS/CRM, Internet, LinkedIn, Facebook, Twitter, etc.), to identify potential candidates. While there is much written on HOW to search the various talent sources available to recruiters today, there does not seem to be much written about their intrinsic value as sources of talent/human capital information.
I believe that the value of any [...]
Is Your ATS a Black Hole?
Most recruiting and staffing organizations, ranging from executive search sole proprietorships to staffing agencies and Fortune 500 companies, have internal databases filled with information on thousands to literally tens of millions of applicants, candidates, and professionals.
You would think that a private internal database of people that an organization has actively and passively, tactically and strategically collected over the years [...]
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