#Recruitment #ATS #Misinformation #Hiring #Technology
Can we talk about how little people understand about recruitment and ATS technology? 🤔
Here are a few things that always surprise me:
– Most ATS systems have a basic UI, not AI 🤖
– Timing plays a huge role in getting noticed
– Adding candidates mid-process can be tricky
As a possible solution:
– Educate yourself on how ATS systems work
– Focus on networking and building relationships within your industry
– Tailor your resume and cover letter to each job application
Let’s share tips and insights to help each other navigate the world of recruitment more effectively! 💼🌟
understanding recruitment would require people to let go of the notion that recruiters are to blame for their employment issues, rather than faults of their own
I’m considering a job change and wanted to ask for some advice… three years ago I started my first job in this industry with healthcare travel recruiting. The industry is tanking but I’m not sure if I should jump ship and if I stay in staffing, what’s a more lucrative industry?
My Company thinks I just go to the vending machine and get out the candidates they’re looking for. They have no idea of what we call “The Illusion Of Search” ….. 🤷🏼♂️
>Im not going to submit an extra head to go through the process when I already have some great people in the pipeline.
Wow. You sound bad at your job. I hope the recruiters we work with aren’t denying us good candidates because they’re lazy.
Depends on if they have products like eightfold.ai. For context this type of CRM layers in on top of an ATS and basically does key word matches to rank candidates for recruiters. Recruiters are overwhelmed right now with the amount of candidates and requisitions they have to manage, so why wouldn’t they just rely on the tech to tell them who to pick for screening calls when receiving 100s or 1000s of candidates? Remember if you went into recruiting it’s not because you spent four years studying for it in college like an engineer, you most likely got a non-business degree and found this was the highest paying job with a low barrier to entry. (Disclosure I have worked in this space for years so I am speaking from experience and this applies to most companies – even big tech which generally has higher caliber recruiters)
So what do you suggest we job seekers do, then?
I’m a career coach and I cringe when I hear the advice that my clients have been told previously. Mostly stuff along the lines of what you are saying! It takes a lot for me to convince people that most of the time, your resume is being filtered by A HUMAN using an ATS, not an automated system.
> So much of getting your resume noticed comes down to just timing.
This is the frustration and why people on here mistrust recruiters and get so PO’ed.
> Im not going to submit an extra head to go through the process when I already have some great people in the pipeline.
Which is why the advice in this job market is if the job posting is more than one week old most applicants are screwed. If the job post is over 3 days old, I don’t bother applying.
There’s an amazing advantage to applying early.
Iknr….these candidates! I will ask specifically, ” have you applied directly to this hospital on your own or has someone else on your behalf?”
They will be like no,
I will submit the name for clearance. “Sorry ,we already have that candidate in our pipeline.”
“Oh no , when was this person submitted?”
“He/she applied last week or over the weekend.” it happens with at least 4-5 out of 10
I love after you source, screen a candidate, write up to get the HM’s attention, and they say so… nobody’s interviewed the candidate yet. Interview ,screen … the same thing different name
Lol! At least it is the way I screen a candidate. It’s so ridiculous.
I just love the pharma companies, bs, regarding EDI. They tell you specifically to recruit certain races, look at pics, and if no pics look at the schools, names, etc…yet it is illegal to do so. But they go around it by saying it over the MS Teams, Do Not email or say it specifically in writing. Always just read between the lines. The teams tell you specifically what races they want on their team to make their EDI quota…. It is totally unethical! I can not believe they expected us to do this.
As a former software engineering manager of many years, I was always amused by those assessments for their inability to detect much of anything beyond youth and ability to do LeetCode exercises, and the time to practice LeetCode exercises, while having little bearing on the actual work.
You will be *stunned* by many people that work in recruitment – many at extremely high levels, that have absolutely no understanding of why certain things are done in a hiring process.
If you want to end your Monday tomorrow evening absolutely mortified by how egregious this ignorance is, just ask each of your colleagues and management that you speak to tomorrow one question:
*”Why do we use interviews in a recruitment process?”*
Prepare to be stunned by the variety of answer and complete absence of understanding of one of, if not *the most*, fundamental concepts in any hiring process.
I realised all too late that recruitment is 10% people that genuinely have a passion for what they do, and 90% grifters that weren’t attractive enough to work in Big Pharma or FinTech sales.
Always submit the new candidate (unless you are internal). Otherwise your competitors will submit the candidate and you won’t place anyone.