It is recommended that ATS systems have a way for resumes or digital resumes to be parsed into the system via hyperlinks or simply attaching the file. This would replace the need for candidates to manually fill in “work experience” sections in an application.
This effort can be taken even further with API and automation so that ATS systems can automatically update candidate profiles in real-time. Utilization of these modern techniques can help create an application process that is simple, quick, and efficient.
In this article, Adam Godson, VP of global technology solutions at Cielo said, “Today’s candidates are used to easy consumer-like experiences, so they will not tolerate long online job applications. Hourly hiring, in particular, is about speed and they will just leave.”
In addition, look for an ATS that allows your talent acquisition team to help with some of the leg work. Resume parsing is a must. Allowing resumes and profiles to be parsed creates a much faster application process.
Keep Applications Minimal
Minimalism is key in the future of talent acquisition. The best candidates know that their time is valuable and are much less likely to spend an intolerable amount of time on an application. Streamlining is key.
In this study by SHRM, it’s found that removing ‘nice-to-have’ questions will be the most effective way to limit the number of screens candidates have to navigate in an application. The study also brings up the need for job applications to balance the convenience of recruiters to screen applicants with the most user-friendly model for applicants to submit an application.
Organizations must reevaluate their application requirements and determine candidate information they must absolutely know versus information that they would just simply like to know.
With good resume parsing technology and a straight-to-the-point application process, organizations will find themselves moving along the hiring workflow much more efficiently – without compromising candidate quality.