Excel and email are the two data processing cornerstones for a modern employee. Major part of a work day is spent with this duo. The situation is same with many recruiters.
Around 50 percent of companies receive applications and CV's into their email. Applications can be directed to inbox also from various types of application forms, which simply send the information to recruiter's email in plain text. CV's are then manually saved to laptop's folder jungle (C:\Jane Doe\HR\Recruitment\Jobs\Sales Manager\Applications\, sounds about right?).
Mail and CV are both over 500 years old concepts. According to a source, CV was actually born from the hands of the great art master Leonardo Da Vinci in 1482. Mail has been delivered in different forms since the beginning of times. Email again has been used as corporate communication medium for over 40 years. Receiving applications and CVs through email is just natural combination when we reflect to history.
These days, and especially after SaaS has worked itself as the most common service delivery model, recruitment systems, or ATS's (Applicant Tracking System) have penetrated into HR's toolkit, providing efficiency in application processing. Centralized data, application comparability, candidate processing capabilities, reporting and communication together with information sharing become tremendously more feasible through utilizing an ATS.
Familiar vs recommended
Familiar practices and old ways of working however reside deep in the human dna. Even if an ATS would be in use, Excel worshippers export candidate data to a spreadsheet and continue processing the candidates in familiar table grid. While candidate information reside spreadsheets, which are saved in recruiter's hard drive, efficient team collaboration and communication become deteriorated.
Changing old ways of working has actually been one of the biggest challenges when planning ATS deployments. Even though old phrase "Processes should not need to change because of systems, but systems should change to support processes" often is true, should one inspect their processes critically every now and then. Today's ATS user flows are particularly designed to streamline and bring efficiency to recruitment.
One size does not fit all applies here as well, and ATS's do not always fulfil everything that is described in the HR process charts. Without going into more detail in tailoring recruitment systems, I claim that any modern ATS is a better option than Excel.
Enhancing candidate processing and comparison capabilities is undeniably one of the core benefits brought by ATS. Data centralization, where access is restricted and maintained by recruiting company brings safety to candidate information storing, managing and removing procedures. Reporting becomes more effortless, and automated at its best. And all this relates only to applicant processing. Creating and publishing job ads can be as easy as in the most intuitive blog platforms. Communication, both to candidates and between recruiters becomes more effective. Candidates, in their part, are more assured that their application is noted, at latest when they receive an automatic thank you email to their inbox. All the functionalities mentioned above should be basic features in every ATS.
We offer a lightweight and easy-to-use ATS, where videos are at the core from the beginning (employer branding video & videoCV) to the end (video interviews & video messages). It's a modern and cost-efficient alternative for email & Excel combination. If you wish to hear more, please contact us and we're only a click away.