Applicant Tracking Systems (ATS) are widely employed on corporate websites and by recruiting agencies. I understand the automated efficiency of a computer program in handling a large number of applicants. Yet, I don’t find them helpful for hiring salespeople.
When we place an ad for a sales opportunity, we provide the option to email or call for response. We do not ask respondents to fill out an online form.
First off, if they send a resume (the most common response these days), I get the opportunity to see how they present their experience and abilities. Formatting, presentation, flow…these are all pieces of information that can be gleaned from their resume. Are there any errors? This is their document that they prepared so I expect perfection, or close to it. If they are entering data into a field, there is a higher probability for error.
Second, we give extra credit to respondents who call. I simply like the fact that a salesperson would pick up the phone and call me to qualify the opportunity. I should say qualify it before sending in a resume. This approach hints at a salesperson who is not afraid of the phone, wants to qualify before completing a task and has confidence in their rapport-building abilities. Believe me, the strong ones typically stand out from the first minute that you talk to them.
Those two considerations are neutralized by a highly-automated, ATS approach to sourcing. Perhaps you are thinking that you would be swamped with applicants without the ATS. My take – if you are being swamped you need to write tighter ads. Hiring strong salespeople is difficult work, maybe the most difficult position to determine if you have the right person. Don’t trade two of the most insightful aspects of sourcing for sterilized expediency.