Applicant Screening
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Reviewing Application Tracking Software
In your role as an external consultant, you have been asked to assist HR in developing an effective screening process for job candidates. The company is considering screening at two levels.
The first level of screening would be done using applicant tracking software (ATS), such as Taleo, Kenexa-Brassring, and Jobvite, to review applicant resumes. The company plans on purchasing this software from one of a number of external vendors.
The second level of screening would use an in-depth selection device to assess the competency level of job applicants.
For the first-level screening device:
Based on current research, determine both what an applicant tracking software (ATS) does and its basic functions.
After this review, provide the following information:
What questions would you ask the vendor as part of the initial screening? Develop at least five questions and provide a rationale for each of these questions.
After the ATS is selected, how would you estimate the reliability and validity of the software? Be specific and describe your plan in detail.
For the second-level screening device, use the brief description below as a guide:
The new facility will be a multi-purpose regional office with 1500 employees in a variety of disciplines. The new employees will be hired for all positions, ranging from a regional VP and senior staff functions, to the customer service team, and the distribution/warehouse team with 400 employees. The new facility will be similar to eight existing facilities in other regions.
Identify a job that would exist in this facility and determine at least two competencies that would exist within this job. (Note: O*Net Online is a good source of information.)
Identify and justify two in-depth selection devices you would recommend to evaluate for each of the two competencies you identified above, based on both application and research information in staffing and selection articles.
Determine the pros and cons of using each of these devices to assess the competencies.
Describe how you would defend the reliability and validity of these selection devices.
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Solution Summary
The Solution provides a comprehensive review of application tracking software to screen new applicants.
Solution Preview
Based on current research, determine both what an applicant tracking software (ATS) does and its basic functions. After this review, provide the following information: What questions would you ask the vendor as part of the initial screening?
The research has shown that Applicant Tracking Systems are the dominant form of technology utilized by employers because the software application is capable of handling complex recruitment needs utilizing 21st century technology. The majority of businesses both large and small use ATS to screen job applicants and handle the massive amount of applications with the primary purpose of the technology predicated upon manage the data entailed within potential employees' resumes. Open source or software as a service offerings allows small and medium businesses to incorporate ATS into their hiring process utilizing this technology to provide a central location and database capable of assisting the company for recruiting future applicants. The ability to assist these companies in management of resumes is contingent upon ATS systems' capability of collecting data from applicants internal applications with the ATS frontend while data from the company's website helps to extract applicants on the company's job boards.
ATS software has cultivated professional business partnerships with the largest job boards such as Monster.com and Career Builder in which these partnerships help companies better navigate the massive amount of job resumes and more easily review data because of the ATS software's capability to ease data migration between systems. Cloud based platforms work in collusion with artificial intelligence tools as well as natural language processing to enhance ATS software for companies seeking to assess applicants resumes and ensure that the most suitable candidates are chosen who most accurately align with specific job requirements mandated by the company.
ATS systems and software continue to improve with applicants sourced directly from company's databases in regard to previous applicants being screened to review whether highly qualified applicants were overlooked because of minor deviations on their resume's, which unfortunately occurs often ...
Education
- BS, Sam Houston State University, 1903 University Avenue, Huntsville, Tx 77340
- MS, Prairie View A&M University
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