With the increasing use of Internet job boards and standard use of e-mail, alarger percentage of applications for jobs are either placed electronically ordone directly through Web-based applications.
Most applicant tracking system vendors have incorporated into their productsthe capabilities of optical character recognition (OCR), a method of scanningprinted text directly into a computer without typing. Using OCR, the programcaptures the necessary information from paper-based resumes or applications, andthen downloads it directly into the applicant database.
For example, if Joe Smith sends a note to a recruiter applying for a job, andattaches a Microsoft Word file of his resume, certain ATS programs can scan thedocument without printing it, and map pertinent information directly to thedatabase with a high degree of accuracy. And the best thing -- it involveslittle or no human interaction. Joe Smith is now in the company’s applicantpool, will be prescreened for minimum qualifications, and if accepted, will beconsidered for open positions, potentially within a matter of minutes.
These same ATS applications are specifically designed for up-and-comingpractices such as online applications done through Web pages or kiosks. Manyvendors are pushing clients to embrace the efficiencies created by paperlessrecruiting, especially in the tight labor market. Acceptance of these practicescan save a company big dollars, as well as land them some top talent.