Applicant Management with System

1 Applicant management:
the modern must-do

A modern applicant management system has advantages for all participants. Applicants benefit from modern, efficient working methods, making them more attractive as employers and the candidate experience. Personnel and specialist departments are provided with a versatile tool that offers many possibilities.

To ensure efficient recruiting processes in times of shortage of skilled workers, applicant management must be rethought. Modern solutions are called E-Recruiting or Applicant Tracking Software (ATS) and mean systematic management of applicants. The aim is to map the entire application process in one system. Starting with the advertisement of a job, over Active Sourcing, up to the appointment arrangement for the personal discussion all stages can be represented in a system.

Mitarbeiterbefragung; Regelkreis zur Vertrauensbindung - HRpuls

2 Objectives of applicant management

+ Time and cost savings
+ efficient recruitment
+ ensure data protection
+ smooth application process
+ lean processes
+ reduce administrative effort

+ Transparency
+ targeted communication
+ maintain confidentiality
+ inform candidates about application status
+ employer branding

Mitarbeiterbefragung; Regelkreis zur Vertrauensbindung - HRpuls

3A Candidate management procedure

PARK PROFILE

  1. Applicant management begins the moment a position becomes available. Recruiters first need important information about the job requirements that the future employee should fulfill and about the skills and expertise required for the job.
  2. Target group analysis: Which candidates can be found where?
  3. Choice of recruiting instruments: What are the candidates' requirements? How to win the candidates?
  4. Switch job advertisement and make it known, start active sourcing

Application input

  1. Create applications - create applicant pool
  2. evaluate and confirm application documents
  3. Inform candidates about application status
  4. Forward documents to the appropriate places

selection process

  1. Forward positive candidates to corresponding positions (prescreening)
  2. use candidate overview for comparison (form ranking)

CONTACTING

  1. arrange interview appointments with candidates
  2. perform suitability diagnostics
  3. Include negative candidates in talent pool
  4. Draft contract

3B Problem of applicants in German companies

There are around 3.5 million companies in Germany. All have a problem with applicants.
A. The number of applicants is too high - this affects about 20%
B. There is a shortage of applicants - the remaining 80 % 

Solution Case A: Strict selection procedures, provide application process with hurdles
Solution Case B: Employer branding, low thresholds, candidate experience.

3C Active Sourcing as an applicant management option

Active Sourcing means the independent, proactive search, approach and recruitment of suitable candidates. Active Sourcing is used in many companies as a job filling method and is divided into the early phase of applicant management. As soon as contact is established, the further process is no longer different from that through which classic applications pass.

Today there are many different ways to find specialists at every career level.

Learn more about professional active sourcing.

4 Applicant Management - Software

At each stage of candidate management, software solutions can be process optimization measures. With a successful application management system, candidates can apply quickly and easily. They can import career data from social networks and are informed about their application status through automatic mailings. There are other opportunities for recruiters. Advertising and active sourcing measures can be tailored to typical media use by specific target groups. CV data can be transferred automatically into the system and with the right click all necessary information for the respective responsible persons according to the authorization structure is made available. Personnel and departments receive quick answers to urgent questions:

  • What status does the application have
  • Which process steps are very efficient, which have to be optimized?
  • Which recruits are how successful
  • Can I or a colleague give feedback to an applicant on inquiries?
  • How many candidates are interested in a position?
  • How specific is this interest?
  • For what reasons are candidates not interested in a position?

d in many companies as a job filling method and is divided into the early phase of applicant management. As soon as contact is established, the further process is no longer different from that through which classic applications pass.

Today there are many different ways to find specialists at every career level.

Learn more about professional active sourcing.

5 Onboarding as a success target for applicant management

The first impression of the company and its culture determines the motivation, commitment and degree of initiative of new employees. An employee collects first impressions over a certain period of time. If the applicant management works successfully and applicants are found, it is important to introduce them successfully into the company. If the entry phase does not meet the expectations of the new employee, it can quickly happen that the recruiting efforts have been for nothing else and the employee will resign during the probationary period.


In times of an aggravating shortage of specialists and managers, it is therefore necessary that companies succeed in retaining employees sustainably, especially in the Onboarding.

5/5 stars (3 votes)