A Guide for Human Resource Professionals | Page 16

The Business Case to Hire Experience

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PUT THE ‘HUMAN’ BACK IN
HUMAN RESOURCES

USE ATS WISELY:
Don’t rely solely on the
Applicant Tracking System.
Its algorithms may exclude
ideal candidates.

ASK YOURSELF:
Are the expectations in
your job posting realistic
and achievable? Does the
job function match the
requirements, education
and training listed on the
description? Can those job
skills be taught on the job?
Which skills are teachable?

MAKE HUMAN CONTACT:
Pre- and post-interview,
make personal contact with
candidates and, whether it’s
good news or bad, follow up
with them via phone or e-mail.

RE-READ YOUR JOB POSTING:
What kind of language is used
in the job posting? Words like
‘fresh’ and ‘energetic’ might be
misconstrued as ‘those over age
45 need not apply.’

TAP INTO THIRDQUARTER:
Learn more about your candidate from ThirdQuarter
recruitment advisors, who have spent additional
time connecting with recruits and compiling
candidate information.