Over the past couple years a new phenomenon has emerged in human resources offices all over the world. It is making the job of Human Resources (HR) managers and recruiters much easier, enabling them to become more efficient and successful in recruiting qualified talent. This revolutionary new recruiting tool is commonly known as an Applicant Tracking System (ATS). Using an ATS program is like moving from the typewriter to a computer!
The Internet is the best way to recruit and hire staff, but companies are now getting “slammed” with electronic resumes. These days, it is easy for job applicants to instantly submit an electronic version of their resume. The old days of sending a personalized cover letter and resume in a matching envelope – via “snail mail” – are long gone. But this can create inconvenient situations that offset the convenience of electronic technology. The ease of this new method allows applicants to send out resume packets for job openings for which they are not qualified. Companies are now faced with the difficult task of determining which applications are legitimate and which should be ignored.
As companies print, read, and file resumes, they create electronic folders on their computers, organized by position. After reading resumes, they drag and drop the application packets into the appropriate electronic folder. HR managers and recruiters will forward the resumes to the appropriate hiring manager for review. Both of these processes require a lot of time to retrieve, review, and re-file resumes. It is a very time-consuming, frustrating process. In addition, creating lists based on qualifications contributes to wasted time and effort.
If you are a multi-club operator or an individual club owner with more than five departments, the value of a refined hiring process is obvious.
Benefits of an ATS system:
The logistics and benefits of implementing the newly refined Applicant Tracking System are:
1. An automated system allows you to “zero in” on top candidates, based on matching your requirements to their qualifications. You can create an unlimited amount of qualifying questions to narrow the list of applicants even further, giving you a more qualified candidate.
2. This grading system creates a list – more attractive prospects appear at the top and lesser applicants toward the bottom. No more wasting time reviewing unqualified candidates.
3. Your list of candidates automatically updates itself in real time. As candidates apply, the system populates your list of applicants 24/7, without any extra effort on your part.
4. You can attract passive job seekers with little effort and no cost, through an email blast that announces an opening and invites qualified candidates to apply.
5. You can send and track all communication internally with other hiring authorities, further streamlining the hiring process.
How to get started and implement an ATS system:
1. Choose an Applicant Tracking System company (there are hundreds).
2. Integrate a career Web page into your company website. Think of all the free employment and career marketing opportunities you have here! This site will be provided by the ATS company you choose, and it will automatically feed candidates into the ATS with a “dashboard” that allows you to manage the hiring process.
3. Create an online application system in which all of your job candidates are directed to apply online. Many companies have a kiosk with a computer for applications near the lobby. This relieves front desk and all other managers from constant interruptions throughout the day of meeting and greeting unqualified candidates. Also, you are managing Equal Employment Opportunity Commission (EEOC) guidelines automatically, with a specific and automated hiring system.
4. Your ATS will allow you to create an infinite amount of online interviewing questions for each position. They can appear through a series of drop-down menus, multiple choice questions, or buttons to check-off important points. A sample interview question might be, “Does an applicant have any specific personal training certifications, or teaching credentials?” or “How many years of customer service experience, educational requirements, computer skills, etc. does an applicant have?” Applicants are also able to include resumes and add a cover letter.
5. Once applicants apply, they are automatically graded on a scale of one to 100%. Applicants will show up on your dashboard with the candidates that score the highest amount of points at the top. You can review their attached resumes and cover letters at a glance, and communicate immediately with an email link to arrange an interview time or request more information.
We all know the challenge of finding and keeping the top talent in the industry working for our club. Using an ATS will allow you to hire faster, better, and cheaper for your company and create a healthier bottom line.
Alan Cohen is the Founder and President of FitnessJobs.com. He can be contacted at 800.259.4397, or by email at FitnessJobs@bigplanet.com, or visit www.FitnessJobs.com.
