More clicks means fewer applicants. Only the most desperate will take the 10 or 15 clicks required to apply for the job that they knew they wanted when they read the ad. While you may wish to route some of your candidates through a rigorously boring process (to weed out those without initiative), this procedure should not be standard, particularly in specialty expert areas or hard to fill slots.

ATS mangle many things.

One feature that you should pray for in your system is a tool that provides a front end analysis like the one we described yesterday. Although a number of the JAD companies are beginning to deliver "sourcing analysis" information, it only pertains to your current advertising vehicles. An ATS ought to be able to help you mine data about your sources in the more tangible networks that provide you with the HC Flow. The ATS should readily answer the following questions:

Where do applicants come from by company and/or region and or educational institution?

With appropriate tracking and measurement, it's an easy step to have a standard report that covers relative success, by department, of applicants by source. 

With that data, you can begin to look for the people who are connectors in those networks and place a special focus on winning their hearts and minds.

 -John Sumser

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