How to Solve the Problems Caused by Paper Applications
The dread of dealing with paper applications is something to which every Human Resources professional can relate. The stacks of information are easy to lose and hard to organize. We organize our lives around inefficient processes, and then we become so busy that we forget better ways might exist.
The difficulties caused by a paper application begin with its inception. Having a paper application brings with it printing costs and paper-pushing costs. Do you know exactly how many people will apply for your positions, or even how many positions will be open this year? If not, then you will need to have extra applications printed and let them gather dust until they are needed. Need to add a question or change some wording, either to satisfy a government mandate or a manager request? Send your order to the printer, write another check, and throw your existing applications in the recycle bin.
Paper applications cause you more work as well. Especially during a recession people are applying for jobs whether they are qualified or not. When you have a paper application, each application must be reviewed manually. By switching to an electronic application process, you can weed out the unqualified applicants before they ever reach your desk.
Yet another problem concerns tracking and reporting. To have any meaningful trends or analysis, you must re-enter the data that the applicant has already provided—dealing with misspellings and incomplete information. If you choose not to create reports, then you save some time but risk having an inefficient and ineffective recruiting process.
The best way to deal with all of the issues surrounding paper applications is to go green and go electronic. Demonstrate your environmental responsibility, save time, and save money all at the same time. Companies from neighborhood restaurants to regional hospitals to Fortune 500 insurers have all recognized the benefit of electronic job applications and made the switch.
Having an electronic application process means that applicants can submit their own information without Human Resources involvement. Applications can come in overnight, duplicate data entry is avoided, and Human Resources professionals can spend more time on the important issues affecting the organization. Screening is easier, reporting is easier, and hiring is easier. An electronic application process is a great solution for building a stronger, more nimble, and more successful business.
Questions and Answers
E-recruitment is the process whereby Employers utilise electronic resources for the placement of personnel. In particular; the internet has taken on an extremely important role in the E Recruitment world due to the fast, efficient, and cost effective nature of the advertising.
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Traditional hiring processes often fail to turn-up the best and brightest among would-be hoteliers, because many of the most desirable attributes do not easily quantify, photograph, or manifest in prose. Therefore, successful hotel recruiters find ingenious ways to "get applicants busy doing something"—group interviews, "performance exercises," or interactive tasks.
Looking for a new career, recruitment consultant for a new recruitment opportunity, Recruitermate can lead people to the right position. It provides acess to some of the UKs leading business names, and has been a leading force in placing some businesses grow their teams. These have a unique way to place talent into businesses over all industry sectors.
An applicant tracking system or software (ATS), also called as candidate management system, can help your organization to recruit prospective employees efficiently and effectively.
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According to the United States Department of Labor, the total number of unemployment claims has reached an unimaginable count of 8,014,919. This is not good news for employers. The costs associated with unemployment compensation continues to increase and employers are trying to do whatever they can to keep these costs to a minimum.
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Employers are entitled to run background checks on prospective new hires but they must adopt a policy that complies with federal and state laws. Job applicants may sue the employer if it is possible to prove discrimination if the pre-employment screening is biased based on equal opportunity laws. Therefore, it may be prudent to hire a background screening company that specializes in running background checks and is able to do so within the constraints of all applicable laws...
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