When recruiting for your organisation, it’s obvious that you need the right people. However, when looking for large numbers of individuals, the headache of hiring tends to increase.
You need to be consistent across the campaign, ensuring efficient processes to make sure the project is a success. The more straight-forward your process, the easier it is to recruit for high volume.
This is where recruitment software steps in. From interview scheduling to killer questions, Webrecruit looks at the key functionalities within an Applicant Tracking System (ATS) that can enhance your volume recruiting.
1. Question Scoring
With question scoring, you’ll be able to rate candidates based on ‘high to low’ answers on particular questions; allowing you to pick the right ones much more quickly.
Candidates can be scored using a traffic light system, with green representing the individuals who match your criteria much more accurately compared to those under amber, before marking red applicants as not hitting the answers you are looking for.
2. Killer Questions
Killer questions enable you to reject a candidate automatically if they do not hit a certain criteria. For example, if you are looking for drivers, an incorrect response to a question on whether they hold a driving licence would automate a message to the individual letting them know that they are not being progressed.
3. Interview Scheduler
The interview scheduler (which can be applied to each vacancy) allows interview slots to be chosen for the candidate through the system.
Candidates can also pick their own interview times, and can even use the system to let the hiring manager know if they cannot attend.
4. Bulk Communications
An ATS can provide you with the option to send out bulk communications to candidates. These automated messages allow you to quickly progress and reject candidates who fail to meet criteria, without the hassle of sending out individual emails to each and every applicant.
Collating data for manual reports when working from emails or spreadsheets can take up a huge amount of time, particularly if it’s for a larger number of candidates.
With an applicant tracking system, you can quickly pull off a range of both standard and custom reports. These can be automatically emailed through to a regular audience at a regular weekly or monthly slot, if they are required for managers or a meeting.
Ultimately, it’s all about sourcing the right candidates for your roles (and avoiding the costs of picking the wrong people). Knowing exactly what you are recruiting for (and why) in the beginning can help you with identifying who it is you will need.
If you’re finding it difficult to keep up with a larger volume of applicants, and your current process is too time consuming, then it may be worth looking at an ATS. This system can be implemented in order to act as part of a smoother and more efficient hiring procedure.
Interested in learning more? Request a brochure on Fusion, and find out how an ATS can enhance your recruitment process.
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