Applicant Management Process-3 WC Blog 638
Applicant Tracking System-3
Manage Your Hiring Pool With An Applicant Tracking System
Having been both a retail manager and a library supervisor I have been involved with more than one applicant management process. I have always seen some type of online application but often there has been paper documentation that went with it. Even today when the library I work for is interviewing people we conduct interviews with pre-written interview questions (in addition to the online questions the candidate has already answered). The purpose for the interviews is for the hiring committee to meet the candidate, ask questions that are consistent for each prospective employee and try to determine who will be the best fit for the job. Often the questions posed are situational (“what if” type questions or “what would you do in such and such a case”). Other questions are about the experiences the candidates have gone through that would relate to the position they are applying for with the library. However, the questions you would think would be asked during a job interview aren’t always as normal as you might assume they should be. In an article from businessinsider.com, “The 25 Most Bizarre Interview Questions” by Vivian Giang, Jan. 17, 2014, the writer gives us examples of questions that have really been asked. Here are five of those odd interview questions shared by job candidates:
• “If you could throw a parade of any caliber through the Zappos office, what type of parade would it be?
• “How lucky are you and why?”
• “If you were a pizza delivery man how would you benefit from scissors?
• “You’re a new addition to the crayon box, what color would you be and why?
• “How does the internet work?
The questions are truly bizarre and I guess they are designed to see how a candidate can function under stress. If the questions are designed to whittle down a field of candidates there is a better way to do it in an applicant tracking system.
The process for filling job openings can be complicated. Position descriptions must be written and job ads posted to the best internet job sites or possibly even listed with state employment agencies. This is no easy feat and can be extremely time consuming, especially the combing through of job applications. Once an employer has narrowed the applicant field there are interviews to conduct. How can the applicant management process be made more efficient and less time consuming? Loss Prevention Systems Inc. (LPSI) has the answer that store owners and Human Resources Managers are seeking to improve the way they fill openings. With LPSI’s applicant tracking system, managers can have screening questions added to an application. These qualifying questions require a candidate to answer in a specific way and if they aren’t those applications are flagged so the manager does not waste time going through them. The amount of time saved can be extraordinary if you have ever had to sift through piles of applications that were from unqualified persons.
Other benefits of the applicant management process offered by LPSI are the ability to keep the paperwork trail in an electronic format and minimizing the risk of losing track of paper files. You can also keep in email contact with your top candidates from one easy to access location. You may want to include a background check, credit check or pre-employment drug screening of your top potential candidates. LPSI can conduct those pre-employment checks for your business and makes it easy to use online consent forms. To save the back and forth of mailing forms, your candidates can open up the documents to provide electronic signatures necessary for initiating those checks.
Whittle down your field of job applicants in a streamlined fashion. When combined, pre-screening questions, drug screening and background checks are the best method of getting down to your top prospects. Loss Prevention Systems Inc. has the applicant tracking system that can do all of this and free up your time to focus elsewhere on your business. By the way, the best question I have asked an applicant: “Who is or was the best Batman EVER? (The obvious answer is Adam West). The candidate got the answer right. I should mention he had already answered all of the legitimate questions so I threw this one in to end the interview on a lighter note. The candidate also got the job.
For more information about an applicant tracking system, contact us or call 1.770.426.0547
Having been both a retail manager and a library supervisor I have been involved with more than one applicant management process. I have always seen some type of online application but often there has been paper documentation that went with it. Even today when the library I work for is interviewing people we conduct interviews with pre-written interview questions (in addition to the online questions the candidate has already answered). The purpose for the interviews is for the hiring committee to meet the candidate, ask questions that are consistent for each prospective employee and try to determine who will be the best fit for the job. Often the questions posed are situational (“what if” type questions or “what would you do in such and such a case”). Other questions are about the experiences the candidates have gone through that would relate to the position they are applying for with the library. However, the questions you would think would be asked during a job interview aren’t always as normal as you might assume they should be. In an article from businessinsider.com, “The 25 Most Bizarre Interview Questions” by Vivian Giang, Jan. 17, 2014, the writer gives us examples of questions that have really been asked. Here are five of those odd interview questions shared by job candidates:
• “If you could throw a parade of any caliber through the Zappos office, what type of parade would it be?
• “How lucky are you and why?”
• “If you were a pizza delivery man how would you benefit from scissors?
• “You’re a new addition to the crayon box, what color would you be and why?
• “How does the internet work?The questions are truly bizarre and I guess they are designed to see how a candidate can function under stress. If the questions are designed to whittle down a field of candidates there is a better way to do it in an applicant tracking system.
The process for filling job openings can be complicated. Position descriptions must be written and job ads posted to the best internet job sites or possibly even listed with state employment agencies. This is no easy feat and can be extremely time consuming, especially the combing through of job applications. Once an employer has narrowed the applicant field there are interviews to conduct. How can the applicant management process be made more efficient and less time consuming? Loss Prevention Systems Inc. (LPSI) has the answer that store owners and Human Resources Managers are seeking to improve the way they fill openings. With LPSI’s applicant tracking system, managers can have screening questions added to an application. These qualifying questions require a candidate to answer in a specific way and if they aren’t those applications are flagged so the manager does not waste time going through them. The amount of time saved can be extraordinary if you have ever had to sift through piles of applications that were from unqualified persons.
Other benefits of the applicant management process offered by LPSI are the ability to keep the paperwork trail in an electronic format and minimizing the risk of losing track of paper files. You can also keep in email contact with your top candidates from one easy to access location. You may want to include a background check, credit check or pre-employment drug screening of your top potential candidates. LPSI can conduct those pre-employment checks for your business and makes it easy to use online consent forms. To save the back and forth of mailing forms, your candidates can open up the documents to provide electronic signatures necessary for initiating those checks.
Whittle down your field of job applicants in a streamlined fashion. When combined, pre-screening questions, drug screening and background checks are the best method of getting down to your top prospects. Loss Prevention Systems Inc. has the applicant tracking system that can do all of this and free up your time to focus elsewhere on your business. By the way, the best question I have asked an applicant: “Who is or was the best Batman EVER? (The obvious answer is Adam West). The candidate got the answer right. I should mention he had already answered all of the legitimate questions so I threw this one in to end the interview on a lighter note. The candidate also got the job.
For more information about an applicant tracking system, contact us or call 1.770.426.0547
