All is not lost without an ATS...
Through my work, I run into clients that do not have an ATS of any kind. But they realize that the resumes their recruiting function generates are worth their weight in gold. They struggle with providing a centrally accessible database of applicants and direct sourced resumes to all their recruiters, sometimes located remotely. I first look at existing technology and how it can be leveraged. With Talent Wars looming, the future of a recruitment department’s ability to deliver will be dependent on its ability to attract, receive, centralize, access, search and leverage talent. If you do not have an ATS, this is not as difficult as you may think. * z0 }* Q5 f5 S: |1 l
6 a/ J" T/ ^1 M/ B In a few steps you can save time and resources, as well as, create efficiencies within a recruiting function’s delivery process. In the interim to your applicant tracking system, you can still create an automated searchable database by implementing existing technology available to most of us. Here are a few suggestions that have helped my clients in the past. These ideas can help pave the way for a more centralized approach to receiving, tracking, searching revisiting applicants received and resumes sourced. 6 x, \: r) g: g4 j- I
& ~8 Z9 {8 g, B5 ?) V9 TIf you’re working with Microsoft Outlook you are almost there. Try directing the applicants to one central generic corporate recruitment email address. The inbox for this address becomes your central database. Everyone on your team can be set up to have access to a central email inbox (other than their own). Your team can access as well as search the inbox/database. Remember, you can create a search string and search the database through the find function. By using the find function your recruiters can run specific searches and create subfolders defined by talent specific pools, position or source. Making it easier to revisit, find and leverage potential candidates.
e- z! q) M5 Y+ [# e/ p4 K: k' R' KAnother potential interim solution is to provide a shared network file folder to collect all applicants received through advertising campaigns. Recruiters have a central place to also save and share direct sourced resumes. This consolidation and accessibility can also allow your team the flexibility to search this database by using the find function. The find function also exists within Microsoft’s Windows applications. A search string will provide an efficient way to search large volume effectively is short time. Again you can create sub folders by specific talent pools or by source to facilitate future research.
4 O" q+ W( ?. \- sThe most important aspect is that you have now provided the automation to allow your team to not only search the resumes they have received or sourced but all the resumes received by your organization. ! y6 L; \2 M, B4 @- z
An additional benefit is that you are beginning to track and consolidate these resumes into a central database. This database can be uploaded to your ATS once you have selected one to implement and you are ready to hit the ground running. 5 V0 I! S" p4 L+ _
It’s all a matter of where you route the applicants. With a shared searchable database your team will be able to better manage their time, leverage talent and increase ROI on your previous and future recruitment advertising campaigns even without an ATS. 4 U1 x" Q4 J, h% y# H
I’m always looking for creative solutions for my clients. By collaborating and brainstorming with internal IT departments you can gain a better insight into how existing technology can be leveraged to both automate and facilitate the recruiting process. Hope this has provided food for thought. I look forward to your comments.
