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Here's what my dad said: the resume submission systems for DST Output (this one is completely broken), Kaiser, Dignity Health, Sutter Health, and, shockingly, S
by beatpanda 14y ago
Here's what my dad said: the resume submission systems for DST Output (this one is completely broken), Kaiser, Dignity Health, Sutter Health, and, shockingly, Stanford University, are particularly bad (I don't know who the vendors are).
He said a big part of the frustration is the resume formatting requirement — some systems will only take resumes in either PDF or Word, and sometimes Word 97 or lower, and sometimes these requirements aren't explicit, or the application system will take a file format the HR department won't actually accept.
He said another problem is the lack of an automatic "receipt", or some kind of response letting you know a resume has been received or when it's been rejected.
He also said that in general, he feels like the automatic screening performed by some of these tracking systems (for instance, looking for key words from the job description) weeds out qualified applicants and selects for people that are best at gaming the software.
- redmattred 14y agoDST Output is Brassring/Kenexa, Kaiser, Dignity, and Sutter are Taleo, and Stanford is Trovix. Taleo and Kenexa are both market leaders in the corporate ATS space. The standardized formats are so the ATS can do keyword matching and place a score on the candidate. Qualified candidates are often screened out for not choosing the right words, while others jump to the top for keyword stuffing. IMO, the quickest way towards a job is typically to circumvent HR and reach out directly to the hiring manager, department head, or get referred in if you have a connection there. In this economy, HR departments are simply dealing with such a high volume of unqualified candidates applying for anything and everything, that its hard to filter through to find the qualified ones without the help of an automated system.