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[quote=Anonymous][quote=Anonymous][quote]Email does not let me
Run data analysis on the number of candidates in the funnel
Create a dashboard of which candidates are in which stage of the interview process
Nudge me to nudge the hiring manager about your application because it has been sitting in their queue for 5 business days
Identify and red flag that you’re a bot because you’ve applied to every job we’ve posted from entry level to VP
Alert me that even though your resume says Houston TX, you are actually in Nigeria when i go to schedule your inteview
Hold in one place all the notes from all the interviewers about your candidacy and the scorecard that they gave you after their interview with you
Condense all the scorecards for our top 3 candidates so we can see a picture of who we’ve got as finalists
[/quote]

Interesting.  I get that all of this makes your job easier, but it also generally makes it harder for applicants to apply to jobs.  Anecdotally, I have chosen to not apply to jobs that would have otherwise interested me because the application process was too annoying or time-consuming.  I fear that these methods select for the most desperate candidates, rather than the best one.

Is there any evidence that these systems actually result in better candidates and hiring decisions?[/quote]

I get it. I’ve been the candidate who didn’t fill out a complicated portal as well. Ours is incredibly simple. Fill out contact details, attach your resume - no need to re-fill the ATS form with details that are already in your resume. Every organization is different about which ATS they use and how they implement it. Those are choices.

Yes the systems help us get our jobs done. Hiring decisions? Humans make the hiring decisions not the ATS. A good hire or a bad hire - that’s on us not the system. [/quote]

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