If you're reading this blog you probably already have a resume tracker or you are
considering investing in one. Let us start by saying "congratulations!" You are on your way to a better hiring process.
But let us also caution you, if you are looking to better organize and streamline your hiring, you are going to need more than just a resume tracker. A good way of putting it is like this: a resume tracker provides instant organization of your candidates and their resumes but it doesn't provide any tools to help you figure out who you should hire.
Let's take a look at what a resume tracker does:
Gives you a link for candidates to apply
Organizes and manages your candidates and resumes
Provides tools for recruiting candidates
Now, if you are one of those hiring managers still using a spreadsheet to store all of your candidates and resumes, or using a company email address like HR@CompanyX.com to collect resumes, or the VERY worst strategy: printing resumes and storing them in manila folders. A resume tracker is desperately needed in your business. However like the title says, it will only get you so far.
This is what a resume tracker doesn't do:
Gauges the interest of your candidates
Suppose 50% of the candidates applying could care less about your company or business and simply are just looking for a paycheck. They didn't look at the job description, the company website, or had any thought about the culture. They are just looking for a title on their LinkedIn. How do you weed those candidates out with a resume tracker? You don't! You need a tool that can gauge the interest of the candidates and clearly show you their interest level in the job.
Provide you with interview guides
Just because you have 8,456 candidates in your system doesn't mean you have any idea how to interview them! A resume tracker does not give you the interview questions needed to choose the right person for the position. And if you have no experience in interviewing or HR training, you are "winging" your interviews.
Score the interviews
So the candidate answered all of the interview questions you asked them. But how do you think they did? If you just "go with your gut" and hire the one you think did best. It's time to score your interviews! A resume tracker does not score the interviews you conducted so you can only guess who is the right candidate to hire.
Give you tools like background checks and skills testing
One of the most important parts of the hiring process is the verification of the candidate! If you are using a resume tracker than you are not able to do background checks or skills testing through it.
The bottom line here is: Resume Trackers are good for one thing, tracking resumes. Anything else and you are going to need 8 different systems mushed together in order to successfully hire someone. Or you can just make it really easy on yourself and start using a Selection Management platform. Selection manager platforms combine the organization of resume tracking and recruitment with the tools needed to select the right person for the job like: Customized interview guides, candidate surveys, scorecards, and pre-employment testing and checking.
Isn't it time to select your candidates instead of just tracking them?
It's time to organize your hiring process! Download this free guide to get advice, tips, and steps to completely re-organizing your selection process.
Erin Borgerson is the Marketing Coordinator/Tweeter/Crisis Controller/Culture Ambassador (the last two titles she gave to herself) for Hireology, a web-based selection management platform that provides customized interviews, job profiling, and one-click background checks to help you hire the right person. Start your free trial at www.Hireology.com today!