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New Post 3/18/2015 7:08 AM
User is offline NitWitNick
259 posts
5th Level Poster


Applicant Tracking Systems 

I read in the news alot about how people are giving up looking for work ... After seeing people use these on-line applications, I don't blame them.

Ever fill out an on-line application for a company ? You can go through an hour or so just putting all the information in ... and then some companies give you some goofy 100 question test at the end ... Not true, Somewhat True, Always True ... etc. Then when you submit it, you Never hear from them again ... no rejection letter or anything else ... it was an hour waste of time.

Now, you go to the next company and do the same stuff over ... there seems to be no standard place to put in your data and then tell the companies to get your info from there ... each has their own version of some waste of time.

 After doing this for some time ... I see people just give up applying for jobs using on-line applications.

 Years ago, it was nice to make a fancy, eye-catching resume and put it into an email as an attachment ... today, No One sees it ... it goes into the Electronic Black Hole ... and if read, the HR people today seem to be people that have No Idea of what was posted in the ad and what you are telling them.

 
New Post 3/18/2015 9:08 AM
User is offline vlookup
39 posts
9th Level Poster


Re: Applicant Tracking Systems 

I literally skip those jobs.  

If your system can't integrate my resume / LinkedIn profile at ~85% success rate I have no interest working for that company.  I honestly believe HR is a window into the company and if they have a terrible process in place there, it's safe to assume that's the case else where.  

Taleo and those other system are a joke.  9 steps then you have a behavioral test and aptitude test.  ***No thanks!

 
New Post 3/20/2015 12:18 AM
User is offline BigPicGuy
16 posts
9th Level Poster


Re: Applicant Tracking Systems 

I could not agree more.

There is no human aspect left in the screening of job applicants. Its all a game of buzz words being mined in candidate profiles, ineffective 'psychometric' tests and tangential HR-Candidate connect.

Can we think of better ways to change processes and have HR really involved? 

 

 
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