Using Your Technology to get Optimized for Success

Technology is always evolving. You’ve probably been tempted to try to fix inefficiencies in your recruiting department by investing in the latest and greatest high-tech trend.

But are you sure your people are fully utilizing the technology already available to them? If they’re not getting the most out of their current applicant tracking system, an upgrade might not be the right solution. It would be far less expensive — and probably just as effective — to give them deeper training on the technology that’s right under their noses.

To determine if further training is needed, use the following checklist as a guide.

Candidate Communication:
Do your people use their technology to communicate with candidates? Sending and tracking messages is vital if your department will successfully determine which passive candidates are interested in what you’re offering.

Hiring Manager Communication:
Do your people use their technology to communicate with hiring managers? They should be making it easy for managers to quickly see what requisitions are still open and to express opinions about candidates.

Job Board Posting:
Do your people use their technology to automate the job board posting process? Most applicant tracking systems enable users to quickly enter their requisition information and simply choose the job boards to post it to.

Candidate Pre-Qualifying:
Do your people use their technology to choose the most qualified prospects without manually reviewing zillions of resumes? They should be able to do this quickly — before the best candidates get snagged by your competitors. Also: do they filter out less qualified candidates via screening questionnaires?

Prevention of Duplicate Candidates:
Do your people use their technology to prevent duplicate candidates? They should be able to configure the technology to prevent themselves and others from submitting candidates who are in the system already. They should also be able to prevent candidates from submitting applications for requisitions that they’re already associated with.

Candidate Alerts:
Do your people know how to configure their technology to get automatic notifications when top tier candidates apply for a job?

Candidate Scheduling:
Do your people use their technology to schedule interviews and track candidate availability?

Employment Law Monitoring:
Hiring and employment laws change very frequently. Do your people use technology to keep track of pertinent laws and regulations?

Offer Management:
Do your people use their technology to ensure job offers are carefully examined before being given to candidates? They should be able to let approvers quickly approve or revise the offers.