<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=690758617926394&amp;ev=PageView&amp;noscript=1">
Skip to content
Mega Menu_newspaper_438174_24px Payroll Country Blog

Your constant source for helpful, useful, and entertaining content about payroll, human resources or anything else that will help you manage your workforce.

Mega Menu_Video Series_clapper_438174 Video Series

Conversations with experts in a wide range of HR/HCM topics, for the benefit of anyone whose job it is to manage a workforce or take care of people.

Ashley Explains

Our Implementation Manager Ashley Hamilton gives you the facts about tax, labor laws, and a whole lot more.

Unfiltered HR

Our very own Jen Strait and Emily Martin from Ally HR Partners tackle common HR issues and provide practical advice to help you manage your workforce more effectively!

Mega Menu_Demo Video Library_video-player_438174 Demo Video Library

Welcome to our comprehensive - yet growing - library of instructional how-to videos that focus on a variety of functions across our software platforms. Scroll down and filter by category or use the search bar to find exactly what you're looking for.

Mega Menu_Resource LIbrary_book_438174 Resource Library

A robust library of guides, kits and tools designed to educate and support anyone responsible for payroll, HR or managing a workforce of people.

Mega Menu_Employer Guides_user-guide_438174 Employer Guides

An extensive and ever-growing library of super handy employer guides on everything from human resource topics, important Labor Law updates, how to approach payroll for your company's industry, and much more.

Mega Menu_Software Downloads_download_438174 Software Downloads
Software Downloads

Quickly reference and download software platforms, installation guides, middleware and other critical files you may need as a client to properly process critical payroll and HR functions with Complete Payroll. 

Mega Menu_What Is Payroll Country_landscape_438174 What is Payroll Country?

In Payroll Country, people come first, manners aren't optional and a job isn't done until it is. Sure, we're headquartered in a small, rural town. But Payroll Country isn't just where we're from. It's our philosophy of how business should be conducted. Welcome!

Mega Menu_Careers_career_438174 Careers
Careers in Payroll Country

It's not about where we work, it's about how we work. And, more importantly, how we work together.

Mega Menu_Client Referral Program_teamwork_438174 Client Referral Program

Earn payroll credit for bringing your colleagues and friends to Payroll Country!

Mega Menu_Client Testimonials_rating_438174 Client Testimonials

Check out what some of our most loyal clients have to say about their Payroll Country experience, or leave some kind words about your own. 

Best Practices for Employee Applicant Tracking

October 11, 2018

Written by Complete Payroll

human capital management payroll laptop

employee applicant tracking glasses

Whether you love them or hate them, applicant tracking systems have become the norm in hiring. While this makes it easier for businesses to handle a high volume of applications more efficiently, it also means that the people involved in hiring—including HR professionals, recruiters, and hiring managers—need to adapt their screening methods in order to take advantage of new capabilities inherent in these systems and to avoid new potential pitfalls.

Careful consideration is always a best practice and never goes out of style. But here are a few more.

Best Practice #1: Actually use an applicant tracking system

If you’re scanning through 100 or more emailed (or printed!) resumes in the hopes of finding a single hidden gem, you may find the applicant you want. But if you’re going through the same process in a month, and then again two weeks from them, you’re spending too much time on this process that could be spent elsewhere. Let technology help you and keep you organized.

Demo our HCM Platform

Best Practice #2: Go beyond keyword searches

Applicant tracking systems are notorious for giving too much credence to keywords. “Communication” doesn’t count when the system is looking for “communications”. “Analyzed” doesn’t ring any bells because it isn’t “analysis”.

And then you have the folks who get rejected over not having a BS in Chemistry … because they have a MS in Chemistry instead. Keywords can be a handy place to start (and good systems will allow for some fuzzy language), but don’t rely on them too fully.

Best Practice #3: Keep all documentation in one place

Tracking applicants means just that. This is different from tracking applications. When you track applicants, you’ll want to keep all the information you assemble on them in one easily accessible location.

This should include their application materials (including cover letter, and resume), results of any skill or personality assessments, documentation of licenses, certifications, or credentials, notes from interviews and phone screens, any communication with applicants, and offers or rejection notices. This is especially helpful if a good fit for a rejected applicant turns up down the line, so you don’t lose valuable data.

Best Practice #4: Keep all parties in the loop

When tracking applicants, it’s important that all the involved parties are on the same page and have access to the same information. When an applicant gets rejected by HR and then called in for an interview by the hiring manager later that day? That reflects incredibly poorly on your organization—not an ideal first impression.

Best Practice #5: Don’t forget current employees

All your employees were applicants at one point, so be sure to keep them in your database. Maybe the manager in your call center doesn’t realize that customer service agent Nick actually has a graphic design background and freelances on the side, but his resume does. It’s worth checking to see whether he’d be interested in applying for a new role.

Best Practice #6: Flag your never-hires

Most of your rejected applicants will fall into the “thanks, but no thanks” category. They may be underqualified, need a different kind of schedule or environment, or be looking for a higher salary than you can provide.

You’ll get a few that you absolutely love and would hire in a minute, but whom you rejected in favor of a candidate you loved even more. These you should absolutely note in your system. Then there are the rare-but-dangerous third type of rejected applicants: the never-hires.

These are the people who berate your receptionist, who spend their interview talking about how much they hate your industry, or who make casual racist or sexist remarks. They’re the ones who turn in an application and then call every single day to “schedule their interview,” despite having been explicitly told to stop.

They’re the ones who bring their mom to their interview and refuse to answer any questions because “she handles this kind of stuff.” FLAG, FLAG, FLAG these people to make sure nobody accidentally gives them a moment of their time during future rounds of hiring.

Are you looking for a system that can handle all of this and more?

A human capital management platform integrates all the stages of applicant tracking with the data management keeping track of your present and past employees requires. If that piques your interest, get in touch with us to learn more.

Our complete guide on Human Capital Management is a comprehensive resource about how effective HCM helps organizations manage their workforce more effectively. Whether you're interested in seeing an HCM platform or just want to learn more about the practice of Human Capital Management, this page is for you.

Demo our HCM Platform

More Blog Posts about HCM Topics:

DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting, or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.

Get The Newsletter

Bi-weekly on Thursdays. We compile HR best practices, labor law updates & other content to help you pay and manage your workforce more effectively.

Complete Payroll Circle Logo
Ready to Make the Move to Payroll Country?

Get a Quote