Do you ever spend precious hours digging through your email searching for a somewhat qualified candidate's resume? After you have opened and closed 87 different emails and downloaded over 100 resume attachements, you finally find a semi-decent candidate who you would like to interview when all of the sudden that early iPhone advertisement slogan pops in your head. The one that states, "there's an app for that!"
In today's market there are apps for everything in the hiring process; from organizing resumes to tracking candidates. In fact, there are HUNDREDS of applications, softwares, platforms, and high tech storage solutions for the resumes you have flooding into your email inbox. Many of these applications are called Resume Trackers, and they do exactly what you would think they would do. They track resumes.
But don't open the Apple App Store yet, and stop searching the web for a resume tracker, because you need so much more than a simple applicant tracking system. Here's why:
1. You need to weed out unqualified candidates
A resume tracker will not be able to read whether a candidate is qualified or not. You will need a pre-screening tool for that, and unfortuntely most resume trackers and applicant tracking systems do not provide a tool for weeding out any unqualified candidates.
2. You want to gauge the candidate's interest
How the heck are you supposed to know if your candidate is truly interested in your job or is just looking for a paycheck and a title under their LinkedIn profile. Not judging a candidate's interest level could lead to a bad hire, and we all know how detrimental that could be to an organization. A resume tracker will not tell you if the candidate applied to the job because it was on their list along with 25 other jobs they are applying to, or if they are dying to work for your company.
3. You need to know what interview questions to ask
A resume tracker claims to organize your hiring process, and in some ways it does. However in the scheme of things, in order to completely streamline your hiring process you will need to ask every candidate the same collection of interview questions that completely relate to the job you are hiring for (not the ones you find on Google 30 minutes before your interview walks in the door! We're on to you...)
4. You want to make sure your candidate is verified
One of the most important part of the hiring process is ensuring your candidate is verified through background checks and skills tests. If you hire a software developer by just using a resume tracker you have no idea if A. this developer is a mass murderer, or B. if this new hire even has developer skills!
5. You need to know what candidate you should select
In the end, no amount of tracked resumes will tell you what candidate to hire for a position. That is where you will need a tool that provides pre-screening capabilities, interview guides, verification services, and a job profiling process that blows resume trackers out of the water.
In short you need a selection management system. It will help you identify the candidates who ecompass these four crucial elements.
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 through their Selection Manager™. Start your free trial at www.Hireology.com today!