As a recruiter, you spend most of your day interacting with technical talent.
To stay organized, your job involves a significant amount of recordkeeping. Tracking each candidate’s skills, qualifications, and professional experience can feel like a full-time endeavor. As candidates advance through the recruiting funnel, you encounter additional information, such as resumes, coding assessments, interview transcripts, internal notes, and emails.
Without a proactive plan for managing candidate information, it’s easy to feel overwhelmed. In this article, we’ll explore the pros and cons of three common approaches to candidate management.
1. Shared Spreadsheets
Does your company rely on spreadsheets to track candidate information. Don’t feel too bad — many firms still do.
Pros: Spreadsheets are attractive because they present minimal upfront friction to internal stakeholders (other than you, of course). Most everyone at your organization already uses spreadsheets, which bypasses the learning curve of a recruiting-specific application. In addition, spreadsheets are easily manipulated, exported, and customized, and Google sheets makes it easy for your colleagues to comment on the content.
Cons: As you know all too well, however, candidate tracking spreadsheets can’t possibly tell the entire story. Sure, you can do your best to keep excellent records and notes, but what about the details that can’t fit into a data cell (such as resumes and email threads)? It may be possible to link your spreadsheet to other resources and documents, but doing so fails to offer a cohesive view of each candidate.
2. Standalone Applicant Tracking Systems (ATS)
Given the shortcomings of spreadsheets, your company has likely considered the implementation of an applicant tracking system (ATS). Such systems deliver a variety of recruiting and administrative features, aimed at solving the headaches of spreadsheets and manual processes.
Pros: Many ATS systems are similar in structure to CRM (customer relationship management) software. The applicant is essentially a contact record, upon which additional information can be layered. Notes, attachments (i.e., resumes), and events (i.e., interviews) create added layers of transparency and accountability, which would otherwise be impossible with spreadsheets.
Cons: Implementing an ATS at your organization can be a big decision. There’s obviously the per-seat licensing expense, but there are also countless other opportunity costs to consider. Will users from engineering or senior management actually buy in? How much training is necessary? Will the system be too generic for the needs of recruiting technical talent? How will the ATS actually help fill the funnel — or will it end up being just another database of information? Answers can vary widely based on the ATS and your needs.
3. Skills-based Recruiting & Management Platform
Recently, a third option has emerged for technical recruiters like you. A coding-specific recruiting ecosystem, such as CodeSignal Recruiter platform, combines the tracking capabilities of an ATS with a community of 1 million pre-screened candidates.
Pros: In addition to helping you fill the funnel faster, CodeSignal Recruiter brings clarity to the entire candidate management process. The platform automatically organizes candidate assessments and interview histories in a highly intuitive way. An advanced collaborative coding environment makes it easier to facilitate interviews and objectively test candidates. And, if you’re already using an ATS, you’ll be delighted to know that CodeSignal integrates to several popular solutions.
Cons: Skills-based recruiting is a relatively new concept and might require a change in how you think about recruiting. As with anything that’s innovative, you may face some internal resistance. However, recruiters are seeing great results with skills-based recruiting so it’s becoming more popular. CodeSignal Recruiter isn’t free, but it is affordable and scalable.
Streamlined Candidate Management
Whether you rely on spreadsheets, an ATS, or an all-in-one platform, no candidate management process is ever perfect. Take time to continuously refine your workflow and seek out tools that align with your goals. Request a demo of CodeSignal Recruiter.