The following post is courtesy of the Recruiting Blogswap:
No. When I started recruiting in 2005, my company still had file cabinets to store resumes. They used vanilla folders as “buckets” for hot candidates and clipboard worksheets as the hot-list. When the recruiting manager suggested that I do the same, I cracked open the excel file. He was full of disbelief and pessimism that I could succeed using a spread sheet. He was wrong. Soon, the other recruiter in the office had adopted the spread sheet as the method of applicant tracking.
Fast forward 5 years. I interview at a $300 million dollar company that is growing by rapidly. When I ask them what Applicant Tracking System (ATS) they are using, they say Excel. I guess I smirked or laughed and I didn’t get the job, but that’s okay.
If you are still using Excel in 2010 to track your applicant pool, you have serious recruiting process re-engineering to consider. If you are using Excel as a part of your recruiting process, again you need to consider how much money you are losing in missed opportunities.
I find that most specialized agencies use one sort of ATS or another since tracking candidates would be completely impossible if you have more than one recruiter. Even one recruiter would have challenges tracking a fast paced recruiting life cycle. Corporate recruiting should not be any different. Excel should not be the collaboration tool to track hundreds of applicants and dozens of opportunities.
If you are afraid to change, the rewards of adopting an agile web based ATS are so convincing that even the most devout spreadsheet enthusiast would have to make the switch.
Author: Boston Technical Recruiter
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.