After Human Resources spends years begging Finance for funds and then finally getting the capital to implement such a system, they relegate the new system for simply posting jobs and for creating a resume database. A premium ATS should do everything from enticing top talent to come work for an employer to preparing that talent to provide a return on the investment of capital. It might surprise some in the industry to know how a recent survey revealed that less than 30% of those companies use their Applicant Tracking System to manage offers to new employees and less than 10% use it for onboarding.
A robust system such as that provided by HRsmart can allow employers to manage all of these processes in a unified fashion by handing off accumulated data from one phase to the next in recruitment, onboarding, and even performance management. By not taking advantage of their system and integrating manual processes, an organization reaps only a fraction of the savings and production increases from their system investment. Another interesting fact revealed by the survey was that companies are accessing social media sites like Facebook and Twitter in search of candidates in addition to the traditional job boards. These sites are where companies hope to find the “passive” job seeker who might be of calibre, but who is not currently looking to make a job change.
How proactive is your organization in integrating this process with your Applicant Tracking System and simultaneously automating the posting and the tracking of your results? Human Resources really needs to get away from straight transactional purchases that are solely based on automating the processes. Both talent managers and recruiters need innovative uses of the systems they purchase, or at the very least, use all of the functions they have bought with that program. Automation is a worthy goal, but innovation should be the ongoing mission.
For more information on Applicant Tracking at HRsmart, visit http://www.hrsmart.com/