Resumes are screened, filtered, ranked, shared and stored as a vital part of the hiring process. There are several ways an applicant can submit their information and some of these methods provide useful benefits to you as the employer. We’ve compared various methods of resume intake to show which should be left in the past, and which make the screening and hiring process easier.
1. Paper copies
The original resume format, paper resumes can be given in person or by fax. Job applicants used to be able to impress employers with high quality paper, and employers can scan through stacks of paper before literally throwing them in the trash. In today’s world, nice paper is easy to come by, and businesses are moving towards paperless systems. Ecological benefits aside, paper resumes are rapidly becoming obsolete, as they are more difficult to store, time-consuming to access later and difficult to share with parties in other locations. With so many drawbacks, it’s time to leave the paper application behind.
An alternative for walk-in job applicants is to have a mobile device set up to gather job application information.
Email has rapidly taken over paper submissions as the most popular method for collecting resumes. It’s generally simple for both job seeker and employer, due to the widespread availability of the internet and email services. While the simplest in theory, in execution, tracking, storing, reading and accessing hundreds or thousands of emails becomes cumbersome and unmanageable over time. The content of the resume will not be seen using a search, and each file must be downloaded and stored elsewhere, such as a file folder system. These file management barriers make emailed resumes extremely unwieldy to any business looking to make more than a couple hires a year.
3. Fill in a form
Providing an online form for applicants to fill out is a basic way to start an online resume management system. If using a web based system, the data can be stored, searched and accessed by different people in separate locations. Filling in a form is a good alternative for those candidates who do not have access to a digital copy of their resume, such as walk-in applicants. The downside to filling out a form, is that is can be time-consuming, challenging if using a touchscreen, and frustrating for those who have the information already prepared in a resume format.
4. Applying with a job site profile
Instead of spending time filling out a form, applicants can be given the option to use an existing profile from a job site. Monster, Indeed and LinkedIn are all popular examples of this. Applying with a job site profile is a quick and easy method from the applicant’s perspective, however, employers should be aware that they may not receive complete information or information specifically directed at the job posting. Job site profiles are generic in their content and formatting, and may not include all the information you wish to collect. Job applicants should spend the time to edit their profile for a better fit, if possible.
5. Upload of digital file.
Using resume intake software, applicants upload their resume from their computer or cloud storage account. This information can now be shared, evaluated, ranked, compared and searched. Employers can view the original document if they wish to look at formatting and layout. Simply uploading a resume as part of a minimal application process means that it is easier and less time consuming for applicants. On the employer side, the storage, search, and retrieval capabilities a software system offers means faster, more collaborative hiring. Time spent organizing, ranking and filtering resumes is considerably reduced.
To remove any barriers, the option to fill out a form should be offered for those without access to a resume.
To improve search and resume to job matching capabilities, consider a system which parses the resume information so that it is recognized and tagged.
The end of the resume?
Is a resume always the best way to see if a person if qualified for a job? Consider a questionnaire application to gather the information needed to screen an applicant. While this is not an option for all positions, many entry-level jobs don’t require the level of experience a resume is designed to highlight: candidates for these types of jobs can be screened using a weighted series of questions.
If you are looking for a simple way to collect and manage applicants, the StartDate ATS system contains all the benefits of resume upload, parsing, cloud storage access and questionnaire building.