Recently, Jessica who is a highly qualified data analyst with great experience and skills for the position for which she was applying, was invited for a face to face interview with members of the division, after going through three technical interviews by phone with the managers and director of the team. She was ultimately rejected, and based on internal information, likely was passed over based on a certain bias by one senior member of the team.
This article’s intent is not to address bias issues still problematic today in spite of a vast majority of organizations aggressively trying to address it. Rather, Jessica and her resume, like thousands of others, have now disappeared into the deep dark depths of the company’s Applicant Tracking System, potentially never to be resurrected again.
It is highly possible that next week, next month, or next year that same company will once again require someone with Jessica’s skills and experience and this time she may be the perfect candidate. She could even relate well on a personal level with those who interview her and to whom she would report. However, because of antiquated technology or time constraints on the part of the recruiter to capably query the applicant tracking database, Jessica will continue to languish in the bowels of the ATS.
This is a story that is happening every day, everywhere. And it is a tragedy for both companies and candidates alike. Currently and on average, an individual applies for one unique position. They are considered for that position and either get it or, for the vast majority, are rejected. They then have to move on and continue to troll the job boards and apply over and over again for similar positions in different companies. If the company is a large organization, they may apply for similar positions in the same company. There is no automatic consideration for other roles within the same organization unless the applicant applies for each one individually.
Sound crazy? Well, it is.
In a different world and different time, what if candidates only had to apply once but be considered for all opportunities not only with the company they first applied to but to a whole slew of companies that subscribed to a Universal Database? And, what if they did not have to continually troll and turn job hunting itself into a full time job? Instead what if every time their skills and experience matched well to an open position they were notified and could decide whether they wished to put their name forward for consideration or not?
We are in that different world and different time now. The technology exists as a total solution and can radically change how job hunting is managed today. Not only is this a game changer for candidates who would only need to apply once and be potentially matched for hundreds of jobs, but companies could greatly benefit by being able to be presented with candidates who had been rejected for a position within their organization and is the ideal candidate for another.
The WorkForceConnexion Digital Talent Acquisition Platform provides this solution through technology to improve the recruitment process for companies and job search for candidates. WorkForceConnexion Recruiting Solutions (WFX) has spent years identifying and building solutions to make the entire talent acquisition process more efficient, smarter and cost-effective. WFX has brought together onto one automated platform all the key transactional elements of talent acquisition that helps hiring organizations avoid adding various costly and manual tools to support the ATS.
It is here now - one platform that manages the entire recruitment process from start to finish and its seamless, efficient and cost effective.