Home > Uncategorized > Do you Test Drive New Job Candidates?

Do you Test Drive New Job Candidates?

Technology changes so many aspects of human existence, especially how we interact. We are relying more and more on automated systems to handle initial processing before an actual human being becomes involved. The economy dictates the balance of a company’s budget, and payroll is usually a corner that is cut. Automated systems are a logical solution to replace a human resource, but businesses must apply them properly or they may defeat the purpose of the system. They are beneficial for a number of reasons:

  • Job postings circulate to numerous and diverse sites, which broadens your prospect pool.
  • Just like automated telephone systems answer and direct calls to the proper departments, and human interaction if necessary; applicant tracking systems answer applications and direct them where they need to go, according to a given company’s needs.
  • Once applications have been sorted, the system handles processes like background checks, reference checks, and resume perusal, all of the leg work that eventually leads to an interview.
  • Such systems eliminate manpower, paper processing, and facilitate global networking.
  • They provide comprehensive data for analysis in whatever context the company wishes, like costs per employee based on qualifications or compliance with company policy or government statutes.
  • Post-hire processes can also be addressed by these systems.

Automated systems, no matter how advanced or precise, are still limited and bound to programming. They may save time and money initially, but should never be relied on to completely replace or automatically improve upon human ability. Depending upon the format chosen by a candidate, the system may ignore work experience, education, and other qualifications; this could approve an unsuitable prospect or discount an appropriate one based on something as basic as keyword usage or the order in which credentials are listed.

Even though these systems prove useful, they can only process applicants from a two dimensional perspective; human interaction is the third. Automated systems coupled with temp-to-perm policies effectively improve your employee roster. What looks good in data (theory) does not necessarily work in the office (practice).

Temporary employment allows both the company and the prospect time to knock out the kinks of growing pains and personality clashes. Both parties may explore options and make decisions in a mutually beneficial situation.

More and more companies are implementing applicant tracking systems in one form or another. It saves time and money in the short run (processing applicants in a timely fashion), but if improperly implemented, can cost your company in the long term (misinterpreting crucial data). All technology should be combined with some sort of human direction or interpretation to maximize results. It is always a good idea to remember that technology should be used as a tool by humanity and not a replacement for it.

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