Question

How can a hiring employer avoid or deal with potential large number of unqualified applicants? How can the problem be approached in recruitment? In selecting what tools would be recommended when employers is facing a large number of applicants?

Answer 1

Modern companies are switching to technology-based software systems to improve certain business aspects, such as recruitment. To filter large number of applicants, companies are using Applicant Tracking Systems. Applicant tracking systems (ATS) are a type of software that is used to coordinate applicants as a human resources server. ATS is used by all sizes of companies to sift and coordinate and message candidates through large groups of job applicants. ATS ' main objective is to serve as a tool designed to make the hiring manager or recruiter's life easier.

Just like a search engine, some candidate tracking systems rate applicants by keywords (skills, jobs) and filters (i.e. place and education) after searching for a recruiter. Applicant monitoring systems are designed to restart searching as would a recruiter or hiring director. They are intended to remove some of the recruiter's workload, so they try to imitate the human process. If a recruiter or hiring director receives a stack of resumes (or a complete inbox), it is doubtful that he or she will have the time to thoroughly read through. They can therefore search for keywords related to the position they want to fill. ATS makes it much easier and more streamlined to scan to save time and avoid any mistakes or human errors.

HOW DO APPLICANT TRACKING SYSTEM FUNCTION ?
Each ATS is slightly different. One could concentrate on the best possible keyword search functionality, while another excels in resuming parsing. Recruiters / hiring managers can then use keywords to search the resumes contained in the ATS. Typically such keywords are the very same keywords that are used in work posting. They might be skill-based, experience based or location based.

FEATURES OF APPLICANT TRACKING SYSTEM

Each ATS is different, but most of the top ATS have the same general features. These features include:

• Resume Parsing: Extract and organize the parts of each resume into structured information.
• Resume Storage: Once entered into the ATS, resumes remain in the system as possible candidates for future positions.
• Keyword search: Recruiters / hiring managers can search with the Boolean search method by any keyword. Boolean search uses AND, OR, NOT and NEAR to link keywords.
• Filters: Filters may include the position of the job seeker, the origin of your request, the age of your profile (how long ago you applied to the company), and whether you are a referral or not.
• Automated customization of email: Organizations can configure rejection and other emails to ensure applicants receive a response to their request.

EXAMPLES OF APPLICANT TRACKING SYSTEMS

iKrut

Founded in 2005, iKrut is a UK-based private-owned company. The goal is to be able to use very little practice.

• Great reporting
• No synchronization of calendar

JobScore
JobScore hopes to simplify the networked recruiting process for the next generation of recruiters and hiring managers. It was founded in 2004 in California.

• Good system considering it is free
• Only posts to 25 job boards

Recruiterbox

More than 1500 small and medium-sized businesses are using Recruiterbox to meet their simple ATS needs. It was formed in 2010.

• All around great reviews
• Basic problems are there, but they can be resolved quickly.

SmartRecruiters

Established in 2010, SmartRecruiters hopes to provide small and medium-sized businesses with a well-built, affordable ATS option.

• Simple and great for social media recruiting
• It is challenging to manage external recruiters, but good for internal management.

There are many other ATSs' also which are available in market.

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