When going through the ATS software selection process, it can be tough to wade through all of the various features and decide what you need and what you don’t. This is especially true if you have never worked with an ATS in the past and are starting fresh with using technology for your recruitment.
While features like resume filtering and employee profiles come standard with most ATS solutions, candidate evaluation scorecards are not always standard. This handy tool could help you to improve your recruitment processes in several ways, however. During the selection process, looking for this feature could also help you to narrow down your vendor list faster.
How Do Evaluation Scorecards Work?
An evaluation scorecard is generated for every candidate that moves through the interview process. Candidates are asked standardized questions and their answers are rated on a consistent scale. The evaluation scorecards are attached directly to each candidate profile, so it is easy to review how each candidate stacks up after the interviews have been completed.
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Easily Compare Candidates
Since the questions being asked are the same and the scoring system is consistent, it is easy to directly compare candidates to one another with evaluation scorecards. While evaluation scorecards should not be the only consideration in selecting one candidate over another, they can be very helpful in deciding between two or more candidates with very similar skills and qualifications.
Remove Inherent Subjectiveness
The hiring process and especially the interview process can be very subjective. Evaluation scorecards help to remove some of the subjectiveness inherent in the process by assigning numerical values to each answer given during the interviews. This eliminates the tendency for an interviewer to favor one candidate over another based on arbitrary characteristics.
Reduce Time to Hire
If the amount of time spent reviewing the results of each interview can be reduced using evaluation scorecards, it may reduce the overall time to hire for your company. This can save labor hours spent on recruitment and fill positions faster, reducing inefficiencies within your company and improving the hiring process.
Improve Quality of Hires
Having a system in place that ascribes values to a candidate’s interview answers may help you to get a better feel for a candidate’s competency and skills than attempting to assess these qualities without such a system in place. This could help to prevent bad hiring decisions that occur when a likable but unskilled candidate slips through. The quality of hires may be improved by preventing these types of occurrences.
Prove Fairness in Hiring
When there is a system in place to rate candidates using quantifiable and objective means, it may help you to prove that your hiring practices are fair. This could be useful if your company is ever accused of discrimination. The scorecard can be used as documentation showing why one candidate was chosen over another or why a candidate was not selected for a particular position.
Even if you have never used evaluation scorecards in your hiring processes before, you may wish to consider how they could help to improve your hiring. Looking for this feature could then help you during the ATS selection process.