Transitioning to new policies with applicant tracking software

Nolan Gray Corporate Recruiting, Market Trends

When a corporation decides it needs to increase its output, boost its reputation within an industry, focus on a new area of expertise or all of the above, it may decide to hire individuals who can help turn those dreams into reality. This may require remolding current hiring practices or applicant qualification guidelines. An applicant tracking software platform can help businesses navigate hiring policy changes smoothly.

Making internal changes 
Staples discussed the power a new hire can have over company culture and production. Each employee contributes unique skills to a business, and one person can influence many others. By narrowing the parameters of an application, human resources professionals can effectively seek out the candidates best suited for available positions.

For instance, if a company is failing to engage consumers through social media, it may decide to ask whether applicants are active on networking sites or understand the importance of social media marketing from a consumer's perspective. Corporations may even use social media as a recruiting tool to measure applicants' familiarity and comfort levels when using these sites. Any business that requires employees to utilize a particular software platform – or Microsoft Excel – may change the application process to include a product demonstration or skills testing.

Experiencing external factors 
There are also instances where businesses are obligated to make changes to applications and the interview process due to legislation from lawmakers, both on the state and federal levels. Last year, effective January 1, the Star Tribune reported Minnesota businesses were required to remove any job application questions or sections inquiring about candidates' criminal histories. The "Ban the Box" law, named after the criminal history checkbox found on applications, does not apply to companies in the North Star State that are required by federal law to ask commercial motor vehicle drivers about past convictions.

Failure to comply could result in penalties upwards of $500, as one Elgin-based business found out the hard way. An account manager from Elgin Milk Service, Inc. told the Star Tribune her business simply did not know about the new law.

Minnesota companies are still allowed to ask about convictions after granting applicants an initial interview or a conditional offer for employment.

Applicant tracking software support
When application and hiring processes change either internally or due to external regulations, businesses need to be able to respond quickly. If they are unable to take these changes in stride, they risk losing momentum on communication with current applicants or incurring fees for compliance failure. A reliable applicant tracking software platform can ensure businesses don't miss out on top talent while keeping all hiring managers and HR professionals informed of changing policies. 

Jobscience | Are you having a relationship issue with your ATS? Fix it.