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Thorny path of candidate through various HRM systems

On New Year's Eve, I decided it was time to change something in this life and said goodbye to the company where HR worked for the last 2 years. So began my path as a candidate who is still going on.

A short introduction - over the past almost 10 years, I have never looked for a job for a long time. Everything happened somehow by itself - they called here, then they called from the agency and so on. Therefore, the path of the candidate (Employee Journey Map - EJM) I analyzed and improved solely on the part of Employers. And then there was a chance to see how other companies do it and whether they do it (spoiler - alas, not all).

So what are the options for finding a job? Headhunter (Superjob, Avito Jobs, etc.), closed interest groups on FB, Telegram channels with vacancies, friends-acquaintances, Linkedin, Glassdoor, career pages of companies and more.

And in the case of Headhunter and Superjob * you don’t go anywhere from the portal, which means that all your experience is whether you answered the response and, if so, how quickly.

* Linkedin also has a similar “Easy Apply” option, but this is far from all companies, basically you go to the company’s career site anyway.

In all other cases, the most interesting and enchanting begins (unfortunately, not always in a positive way) - the transition to the company’s career site and further communication with the HRM (recruitment unit) / ATS system. Here are what I came across in my “journey”:

  • SAP SuccessFactor (SAP SF)
  • WorkDay (regular version and “lite”)
  • Other (Stream, Taleo, own system)

! Attention further goes the experience of the candidate. I have nothing against the companies listed below, I don’t know their inner kitchen, budget for the implementation and support of systems, restrictions, etc.

Let's start with SAP SF and examples of 2 companies that did not do very well and very convenient.

A sad story about how they search in ABBYY


Initially, I applied for a vacancy from a mobile, and then I decided to compare it with the desktop version:

  • The site is generally not adapted for mobile. You constantly have to zoom in or out, and to edit something in the “Responsibilities” field is the real hell.
  • Resume can be downloaded only in pdf, Word format. Directly from Google Drive, for example, in no way (the format is different).
  • ( Word) , . ? .
  • -, , …
  • , . , ( 1-2 )
  • , -
  • — “ ”, “ ” “ , ”. SAP. , ?

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Sbertalents ,


You can enter the portal not only via e-mail, but also through the profile on the Headhunter, Google, Yandex, FB, VK. At the same time, if you go through the Headhunter, then the resume is automatically pulled up (if you have several, the system suggests choosing).

Adapted for mobile. Everything is readable and requires minimal input from the user (hallelujah).

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After the response, a confirmation letter arrives at the post office with a link to My Account.
One of the most convenient portals, to be honest.

We turn to WorkDay , the second most popular system in foreign companies (in the West it is the main competitor to SAP SF).

  • Unlike the examples with SAP SF, the interface for all companies is the same - the pros and cons are identical, so here you can’t even rank the companies somehow
  • On mobile, everything is reflected ok
  • (pdf, Word) 50% - . — ( , . Oh well), . , - .
  • : , / , , ( ) ..
  • , . - (Puma, Pwc, Essity), - , . (Mastercard)
  • - , ( )
  • After the response to e-mail comes an automatic letter
  • You can subscribe to similar vacancies and receive a digest by e-mail

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Separately, I want to say about the company Astrazeneca , which uses a simplified version of Workday, similar to Potok. See for yourself:

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And finally, an example of a company that uses a less well-known and cumbersome system - Mars (Potok ATS). In fact, this is not even a whole HRM system, but only a block for recruitment with the ability to create a landing page for a job.

Probably the most convenient of all of the above with Astrazeneca.

  • 1 screen, minimum questions, attaching a resume
  • The only point is that it is not very clear whether there are restrictions on the resume in terms of file format and weight. Well, downloading only from a computer / phone.
  • You can now agree to the processing of personal data directly from the form (previously, a separate letter came “Go to the link via the link, give us consent to the processing of your data”)
  • An automatic response is received on e-mail about the response, adding to the personnel reserve, refusal, invitation to an interview, etc.

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findings


There are only 2 of them. First, choose systems wisely. Not everyone needs SAP SF, especially if you are not ready to spend a lot of time and money on adapting the boxed solution for yourself, the correct integration of the system with the site and optimization for phones / tablets.

And the second, in our age of Twitter, TickTok and Instagram, bulky awkward profiles, unnecessary actions and the lack of normal feedback will certainly not lead you to a crowd of applicants and are unlikely to benefit your Employer brand.

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