Over the past two years, many companies pivoted their recruiting from substantially in-person to almost exclusively online, a clear example of the industry-spanning digital transformations brought by the pandemic. Early 2020’s hiring freezes and cutbacks have since been replaced by remarkable outflows and inflows of talent — elements of the “Great Resignation” — as new applicant resumes strain both HR teams and the tools they depend upon.
While applicant tracking systems were created to ease the process of interviewing, they are well known to mis categorize or garble the contents of resumes – so much so that one survey found over 90% of recruiters chose to view resumes in their original format. But there are hidden risks to allowing multiple copies of personal candidate information to proliferate in your organization.
In this article, find out why Human Resource application tracking systems need to consider the implications of viewing applicant submissions – and how to resolve the risk.