MAXIMIZING YOUR ATS
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4/28/2021 1 5/11/2021 MAXIMIZING YOUR ATS TO BUILD INCLUSIVE RECRUITMENT STRATEGIES AUDREY GAINEY DIRECTOR TALENT ACQUISITION AND ONBOARDING 1 2
Transcript of MAXIMIZING YOUR ATS
4/28/2021
1
5/11/2021
MAXIMIZING YOUR ATSTO BUILD INCLUSIVE RECRUITMENT STRATEGIES
A U D R E Y G A I N E Y
D I R E C T O R
T A L E N T A C Q U I S I T I O N A N D O N B O A R D I N G
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HOW MIGHT THE ATS ASSIST ME
IN BEING MORE STRATEGIC IN
INCLUSIVE HIRING?
STARTDisposition &
Dispense
Screening
Applications
Managing
Your EffortsDemographic Distribution
Reporting on Your Efforts
END
LET’S GET STARTED!
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STARTManaging
Your Efforts
LET’S GET STARTED!
Reporting on Your Efforts
Sourcing (Proactive)
Reaching out to create interest in
an open position and sharing
with individuals why they should
apply.
Nominations
Networks
RECRUITING &
SOURCING…E FOR EFFORT
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Recruiting (Reactive)
The process of attracting
candidates through use of
various media sources.
RECRUITING &
SOURCING…E FOR EFFORT
Job Boards and Journals
Social Media Sites
Associations
Where am I posting my jobs?
Are 3rd party vendors tracking my
efforts (ROI)?
How are my efforts captured in the ATS?
RECRUITING &
SOURCING…E FOR EFFORT
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RECRUITING &
SOURCING…E FOR EFFORT
Careers at UF Website
The Chronicle of Higher Ed
Employee Referral
Word of Mouth
Online or Social Media
Inside Higher Ed
Professional Organization
RECRUITING & SOURCING…E FOR EFFORT
0%
5%
10%
15%
20%
25%
30%
Total
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STARTScreening
Applications
Managing
Your EffortsReporting on Your Efforts
END
KEEP IT GOING!
BIAS IN SCREENING
Unconscious bias, which occurs when individuals
make judgments about job candidates based
on gender, race or other prohibited factors
without even realizing they’re doing it, fuels the
problem.
Candidate Name: Kim Cheng
Candidate Address: 1201 SE 43rd
Street Gainesville, FL 32641
Collegiate Affiliation: Dartmouth
Organizations: SWE
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SCREENING APPLICATIONS
Blind Hiring
Reduces biases during the talent
acquisition process by removing
information like name, gender,
religion, or socioeconomic
background.
STARTDispensing
Candidates
Screening
Applications
Managing
Your EffortsReporting on Your Efforts
ALMOST THERE!
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DISPENSING CANDIDATES
Dispensing identifies 3 things:
Where the candidate is in the
process
The reason why the
hiring manger decided not to
move forward with the
candidate
The reason why the
candidate opted out of the
process
DISPENSING CANDIDATES
The Step – The “stage” in which
an applicant fell out of during the
hiring process, such as:
➢ Phone screen
➢ First interview
➢ Passed to hiring manager for
review
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DISPENSING CANDIDATES
The Status – the reason each
candidate was not selected, for
example:
➢ Poor interview
➢ Lacks basic qualifications
➢ Lacks favorable references
DISPENSING CANDIDATES
Step Status
Filled Applied after position was filled
No Relo Company not willing to pay for relocation
No BQ-certDoes not meet basic qualifications –
certifications/licenses
No BQ-educ Does not meet basic qualifications – education
No BQ-exp Does not meet basic qualifications – experience
No BQ-skills Does not meet basic qualifications – skills
Failed – Bkgd CK Failed Background check – Post Offer
EXAMPLES
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WHAT MIGHT BE SOME IMPACTS IF
CANDIDATES ARE NOT PROPERLY
DISPENSED?
AFFECTS YOUR ANALYSIS
INCREASE RISK DURING AUDITS
REQUIRES TEDIOUS CLEANUP WORK
STARTDisposition &
Dispense
Screening
Applications
Managing
Your EffortsDemographic Distribution
Reporting on Your Efforts
WE’RE IN THE HOME STRETCH!
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DEMOGRAPHIC DISTRIBUTION
Voluntary Self Identification
As part of the application
process, individuals can “self-
identify”.
Tracking and Reporting
Proactively tracking the race and
gender of applicants can help
contribute to a more diverse work
environment.
REMEMBER,
YOU CAN’T BASE HIRING DECISIONS
ON PROTECTIVE CLASSES.
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DEMOGRAPHIC DISTRIBUTION
ETHNICITY
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Hiring Manager ReviewUnsuccessful*
Offer accepted Hiring Manager ReviewUnsuccessful*
Hiring Manager ReviewUnsuccessful*
Withdrawn Spark Hire VideoScreening
Screened Interview Unsuccessful* Hiring Manager ReviewUnsuccessful*
Asian Black or African American Not Disclosed White
Total
DEMOGRAPHIC DISTRIBUTION
GENDER
0
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15
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Female Male Female Female Male Not Disclosed Female
Hiring Manager Review Unsuccessful* Interview Unsuccessful* Offer accepted Screened Spark Hire VideoScreening
Withdrawn
Total
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Putting it all
Together
• Review the job description &
the announcement for
inclusive statements
• Know your numbers.
• Be sure to close your process
Be intentional about sourcing and recruiting and track your efforts.
Consider strategies that help to
mitigate potential bias when
screening applications.
Be sure to dispense your
applicant pool by identifying step
and status for each applicant.
Use your reports to make
informed decision when
developing future strategies.
STARTDisposition &
Dispense
Screening
Applications
Managing
Your EffortsDemographic Distribution
Reporting on Your Efforts
END
YOU MADE IT!
ANY QUESTIONS?
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