One of the common challenges employers face in the talent acquisition process is the large number of received applications that are either unqualified or simply not a good match for the open position based on the requirements listed in the job description. Manually screening each application to separate qualified applications from unqualified ones soon becomes an arduous process. The use of application knockout questions or automated screening questions or decision rules, in the job application process, is a helpful way for making the applicant tracking system (ATS) more useful during the hiring process.
A job application knockout question is a type of screening question that is used to automatically tag or categorize candidates who do not meet certain requirements or qualifications. By using the knockout questions capability available in a modern ATS platform, employers can quickly and easily identify and eliminate candidates who do not meet the minimum requirements for the job, saving time and resources during the screening process.
One of the key benefits of using the application knockout questions feature is that it can help reduce the number of applications that need to be reviewed. By asking questions that are designed to eliminate candidates who do not meet certain requirements, employers can quickly and easily weed out unqualified applicants, reducing the number of applications that need to be reviewed in detail. This can save time and resources while helping the talent acquisition team focus the screening process on the most qualified candidates.
Another benefit of knockout questions is that they can help to ensure that the ATS is objective and unbiased. By setting clear and objective criteria for the application knockout questions, employers can ensure that all candidates are evaluated on the same basis and that no one is unfairly eliminated from the process. This can help to prevent discrimination, reduce unconscious bias and ensure that the ATS is fair and transparent.
To use knockout questions effectively in an ATS, employers can follow the following steps.
Identify the minimum requirements for the job
Before creating application knockout questions, employers should first identify the minimum requirements for the job. This may include qualifications, skills, experience, or other factors that are necessary for a candidate to be considered for the position.
Create clear and specific application knockout questions
Once the minimum requirements have been identified, employers should create knockout questions that are designed to eliminate candidates who do not meet those requirements. The questions should be clear and specific, and should focus on the key requirements for the job.
Test the application knockout questions
Before implementing the knockout questions in the ATS, employers should test them to ensure that they are effective and fair. This may involve piloting the questions with a small group of candidates and evaluating the results.
Implement the knockout questions in the ATS
Once the knockout questions have been tested and refined, they can be implemented in the ATS. This may involve setting up the questions as part of the online application process, or integrating them into the ATS software.
Monitor and evaluate the results
After implementing the application knockout questions in the ATS, employers should monitor and evaluate the results to ensure that they are effective and fair. This may involve tracking the number of applications that are eliminated by the knockout questions, as well as any feedback from candidates.
Overall, using application knockout questions in an ATS can help to make the screening process more efficient by reducing the number of applications that need to be reviewed and ensuring that the ATS is fair and unbiased. By following the steps outlined above, employers can create and implement knockout questions that are effective and aligned with the goals of the organization.
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