Galileo ATS

1.) You never truly “stop” hiring – Even if you haven’t actively hired for “new” positions for a while, you still periodically have to replace employees that leave your company for various reasons. When this occurs (sometimes unexpectedly), where do you start? Do you go over to the pile of resumes that have accumulated on the corner of your desk and pick the last one received and start reading? What if you have 800 or more applications and resumes that you’ve collected since the beginning of the Great Recession? Are you willing to read through ALL of those applications (on paper or in electronic format) to find the best qualified candidate? Or are you hoping to find the “right fit” within one of the first five applications? A good applicant tracking system will have already identified your best applicants based on your preferences.

2.) The Applicants still come to you – Just because you haven’t hired anyone new in a while doesn’t mean the resumes stop arriving at the receptionist’s desk, through the mail, or your e-mail in-box. There are still many job seekers out there that will not be too discouraged when the receptionist tells them “we’re not hiring right now”…they probably hear that several times a day. The applicants will still want to apply, if for no other reason than to satisfy the state unemployment requirements. Every employer has accumulated a mass of resumes and applications and its important to organize this data, so when you DO need to hire someone, you can quickly identify your top applicants. You don’t want to find yourself in a time crunch situation where you’re forced to interview an employee’s brother-in-law who’s been out of work for the past 18 months and you’re going off the recommendation that “he’s a real hard worker!”

3.) Minimize Follow-Up Phone Calls – A good Applicant Tracking System solution will allow the HR manager to create e-mail templates for communicating with large applicant pools, informing applicants of their progress through your hiring workflow. A generic, “Thank you for applying, don’t call us, we’ll call you” e-mail may go a long way to reduce the amount of follow-up phone calls you may receive from applicants who have been told they need to be aggressive to be considered for any job. If you’re not the one who has to take these calls, ask your receptionist how many calls come in each day.

4.) Defending yourself and other hiring managers – While most applicants realize the job market is very competitive and will accept the fact that they didn’t get the job they had hoped for, others are desperate enough to stoop to unscrupulous tactics. If you have a candidate that made it part way through the selection process, but ultimately wasn’t hired, they may challenge that they weren’t hired for some discriminatory reason. Unfortunately, the burden of proof is on the Employer to dispel this allegation. This is where having pre-screening responses and scores that are easily retrievable is critically important. The dismissed candidate’s responses and scores can be compared with other applicants’ responses and scores who scored higher for the same job posting.

5.) Applicant data needs to be secure- As an HR manager, you are entrusted with confidential information from applicants and this information needs to be secured. If your “security” is keeping these applications in a locked filing cabinet that no one else should be accessing, it is woefully inadequate. Any on-line applicant tracking system will insist on a minimum length user name and password to access the applicant data. A good applicant tracking system will limit access of hiring managers so they only view the applicant’s who applied for the specific jobs where they are authorized to extend offers. The beauty of a hosted applicant tracking system solution is that it’s secure, yet accessible 24/7 by the people you choose.

6.) You will need to start hiring again- The recession won’t last forever. Yesterday I was driving around the Cincinnati area and I noticed three “Now Hiring” signs in passing. At HR ProFile, we have noticed an increase in hiring this year, across many sectors. The time to implement an applicant tracking system solution is now, while it’s slow, not when you’re under the gun to fill six positions within the next 10 days. Don’t wait until you’re super busy to try to implement something new. Remember, don’t procrastinate, act now.

7.) It costs less than you think- You can have a comprehensive, easy-to-learn, easy-to-use, applicant tracking system at your fingertips, for about the same amount that some folks pay for cable TV every month. The Galileo Applicant Tracking System (ATS) offered by HR ProFile comes with a wealth of practical functionality at a reasonable price. When you consider that you also get the same great commitment to customer service that you’ve come to expect from HR ProFile, the Galileo Applicant Tracking System is a tremendous bargain. Additionally, there’s the time that the Galileo ATS saves your HR staff; this time savings often translates to a real dollar savings as well.

I invite you to learn more about the Galileo Applicant Tracking System offered by HR ProFile. I believe you will find that we offer exceptional value for the money and the peace of mind that your applicant data is safe, secure, and organized. Please call me at 800-969-4300 and I’ll be happy to show you how the Galileo ATS can save you time. Alternatively, you can visit http://www.galileo-ats.com or e-mail me at This e-mail address is being protected from spambots. You need JavaScript enabled to view it .