In our previous post, we explained why hiring software exists. Now let’s take a closer look at what happens to information once it enters the system.
Start at the start
Hiring software is built to attract, organize and simplify. Each hiring process is unique to those performing it, but each shares overarching similarities. The beginning stages of a typical process probably look something like this:
- A business owner or employee needs to hire someone
- He or she develops a job description
- The job description is listed around the internet and through other mediums
- Applicants respond
Hiring software can help with all of the steps above, but look at how applicants first meet application. Here’s an example from Warby Parker‘s website:
Warby Parker included the “What Makes You Unique?” box at the end of their application. Our companies have found that WMYU serves as a great (and efficient) tool for identifying potential candidates, who could fit nicely into their company culture. It’s not necessary though. You can make the application as long or as short as possible.
Our advice? Keep it as short as you can, while gathering all of the absolutely necessary information. Who are they? Where are they? How can you reach them? These questions can be answered quickly. A few links to their work and their professional social networks shouldn’t take much longer.
What goes in…
The information goes in, along with the applicant’s attached resume. Some employers will have more boxes to gather information from candidates. However, many of us already understand the awful experience of filling out page after standardized page of online job applications. These terrible applications have the habit of pushing away talented applicants, who know their value and simply move on to the next job.
Lower the barrier for entry and get talent in the door.
…must come out
The employer gets instant access to the new applicant once the information is entered. The resume is kept organized with the applicant, along with all of the information entered during the application. The employer even gets a word for word copy of the resume (NOTE: This isn’t the case for every piece of hiring software out, but The Resumator does provide it).
An employer can also take out any of the information he or she deems valuable. Maybe their open position demands the new hire to know Photoshop. The employer can tell the hiring software to quickly separate all of the applications that have the term “photoshop” in the resume. This cuts down on many of the unqualified applicants, right from the start.
The hiring software “parses” each resume for information and organizes it into “fields.” That being said, the original resume still exists for the employer to review, so nothing disappears into a parsing black hole (at least in The Resumator, not every ATS or hiring software application delivers the original resume).
A profile will look like this example:
Employers now have one, centralized location to keep information, notes and feedback around each candidate. Large companies may receive millions of applications each year, but they still share the same desires with their smaller competitors. It’s all about simplification and organization.
How does your hiring process look? We’d love to hear some example of hiring software success stories and so would all of our readers. Let us know with a comment below or say something on Facebook, Twitter or LinkedIn.