Home > Uncategorized > Blend Technology and Recruiting using Applicant Tracking Systems

Blend Technology and Recruiting using Applicant Tracking Systems

Recruiters are faced with the challenge of bringing new talent in for their company. But the definition of talent is a moving target. This is particularly true in the technology field. Where backgrounds and skill sets may be similar, proficiencies and interests will differ. Resumes don’t reflect how well a person knows a particular protocol and interviews can only provide a surface level understanding of qualifications.

Even the most rigorous of interview processes fall short of the mark. The proof is almost always in the pudding, especially when discerning between general aptitude versus practical application. Hiring employees with only a very minimal understanding of their skills puts employers at risk. How is one to know if the candidates that have applied for the position truly are well suited for the role?

That’s where hiring platforms come in.

There is a new way to screen applicants more efficiently called hiring platforms. These platforms bridge the gap that exists between technical proficiencies and proper role matching within organizations. They allow recruiters to match applicants to job specifications more closely than ever before. This provides the recruiter with enough information to make a decision about moving a candidate to the next step of the hiring process. It also allows for the preparation of a more role specific interview.

Also called Applicant Tracking Systems, these platforms were developed to assess technical skills of interested candidates and provide a repository of information that can be accessed by recruiters. Platforms such as these allow companies to provide challenges to the technical community that they can later filter for responses that meet their needs. Once a list of matching candidates is compiled, companies can contact them for an interview. This process allows companies to ask questions and form scenarios that are directly related to what a candidate might experience were they to become an employee. They can dive as deeply as creating a code challenge that applicants must solve. Code assessment tools are available though the platform, removing the need for the recruiter to provide technical assessment. This parsing of candidates in a virtual environment will yield preliminary matches early, saving time and money.

Applicants treat the websites much like they do professional social media sites like LinkedIn. They build a portfolio that can be browsed by potential employers and link projects to show their skills. This kind of showcase for technical abilities is currently not available in the marketplace. Platforms like this allows recruiters to connect with the people possessing the technical skills they require without having to sort through the erroneous details that do not apply to their needs.

Technology has to become a part of technical recruiting. To stay on the cutting edge and acquire fresh, competent talent, the market demands it. Companies will find that they have access to a wider pool of talent that is well matched for their products and services by incorporating these groundbreaking tools in their hiring process.

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