Choosing the Candidate That Best Fits Your company

Filling an open position in a company is not merely a matter of identifying someone with the right educational degree or technical ability. Certainly there are useful resume checklist things that help determine a suitable candidate but previous destinations and former job titles only tell the main story. Less obvious are things like social skills, workplace demeanor and communication style. In the long run, character and biochemistry are just as important as capability in developing a successful team. The bottom line is finding the right combination of skills and sensibility to provide results while working together on larger collective goals.

The problem lies in finding that elusive cereal prize amongst all those thousands of flakes in the box. It is not practical to spend hours with each applicant when they Hiring process number in the hundreds or thousands. An HOUR OR SO manager simply does not have the resources to give each and every candidate the personalized attention they deserve. Consequently, a company should treat this problem like any other operations problem and discover ways to easily simplify the logistical challenges.

With high volume and tight deadlines, employers and company management must improve their time and decision-making process so that almost all their precious interview and evaluation time will be focused on the most promising candidates. An hour spent with someone clearly improper is costs not only time but improves the possibility of overlooking the best available applicant.

In our accelerated business environment, applicant tracking software (ATS) is almost a dependence on managing such a complex and and demanding process. A good ATS system handles a lot of the basic gruntwork of collecting resumes, matching skills to requirements, and streamlining the time-consuming work of blocking out unqualified candidates

More importantly, the machine helps forward the process with promising candidates by triggering reactions, scheduling follow-up contact, requesting additional information, and automating supplementary pre-screening requirements. Instead of slowly wading via a heap of applicants, hoping to bumble on top candidate before they join another opportunity, a full-featured tracking system starts helps bring the cream directly to the top and gets the dialog running immediately.

While good applicant tracking software can dramatically increase the efficiency of the hiring process, old-fashioned face-time cannot be replaced with a machine or a database search. The most essential task in hiring you were still an analog endeavor. Those filling positions need all the pertinent information at their tips of your fingers as background while they engage the candidate directly and try to gauge all the intangible human variables that no software program can possibly measure. By alleviating many of the tedious facets of the review process, hiring administrators are empowered to spend more of time doing what they do best. With a streamlined process, they can engage the best and the brightest talent in a conversation about their true potential to contribute while carefully evaluating their personality fit within the larger company culture. By building a better hiring system, these revered employees will get grabbed out of the cereal box with more achieable frequency.