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Systems (July 15, 2003) - The underlying trends remain unchanged. The competition for talent, however you define that locally, will consume increasing amounts of organizational resources. Ready access to the right players at the right time will define the difference between good and great. Yesterday, we pointed out a couple of key conversation threads in the blogs that underline the inadequacies of using Applicant Tracking Systems as recruiting tools. Designed for process standardization, ATS systems are marvelous tools for tracking compliance. They fail when they are used for Recruiting purposes. Applicant Tracking Systems are all about being comprehensive and inclusive. That's what you need to demonstrate compliance. Recruiting tools are all about concentration. They take chaotic data and "funnel" it, shedding irrelevancies and producing order from chaos. The two tasks are mutually opposed. Applicant Tracking is powerful and important. It just isn't a Recruiting Tool. The real issue, the one that is two-thirds below the surface, is the fact that Applicant Tracking and Recruiting are worlds apart, and that Recruiting is the much higher value, less traditional, and more difficult operation to support.
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