Employee Applicant Tracking

Challenges of merging internal and external recruiting teams
The recruiting industry has seen major changes in the way businesses allocate their budgets, time, and other resources. Current trends point to a renewed reliance on internal staffing teams. I know of many smart businesses who now have skilled third party recruiters with sourcing techniques and creative problem solving skills. Capitalizing the on the strengths from everyone in your HR department requires a new method for communication.

Breaking bad habits
Outside recruiters have to learn what doesn't work on the inside. Many external recruiters have bad habits like not sharing information, resumes, notes, or feedback issues. Aggressive tactics used (such a reusing and fishing for references from unqualified candidates) do not align with corporate ethics policies.

Internal recruiters are known for "passive recruiting" (waiting for candidates to find them) and frequent job board posting use. Others simply outsource the whole process to staffing firms. In either case, you miss the opportunity to develop a relationship with candidates. Some will end up working for competitors; others will be future customers or referral partners.

Building Bridges
A properly implemented Applicant Tracking System can solve these issues to bridge the best practices from internal and external personnel. Managing your own job board will help reduce expenses instantly.

Discover the potential by engaging quality people who are currently working. Keep in touch with them via email and enlist their help to refer friends. Track candidates from any source on your database to reduce reliance on paid resume access. Access secure résumés, applications, background check results, assessments, emails, and manager feedback quickly. Managers can access metrics and reports to create benchmarks to analyze and track success. Web based systems offer 24-7-365 access and the peace of mind that secure data center management provides.

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