Applicant Tracking Systems Guidelines Structured interviews 
HR Lineup
FEBRUARY 20, 2025
Lack of Structure Without clear guidelines, collaborative hiring can become chaotic, leading to inconsistent assessments and miscommunication. How to Implement a Collaborative Hiring Strategy To ensure success, companies must adopt structured processes that balance collaboration and efficiency.
The Applicant Manager
FEBRUARY 6, 2025
Many HR teams still rely on traditional methods such as spreadsheets and email chains, making it difficult to sort and evaluate applicants quickly. Without an applicant tracking system (ATS) , hiring managers may spend days or weeks manually sorting through applications.
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AIHR
JULY 18, 2022
This involves reviewing the local and national compliance guidelines (as well as industry-specific ones) for all policies, comparing current practices, identifying areas for change, implementing legally compliant and fair employment practices, and continuing to reevaluate these. Be employee-centric.
SwipeClock
JUNE 11, 2020
An applicant tracking system (ATS) can be used in many ways to root bias out of your hiring process. Manage them in an applicant tracking system. Use Structured Interviewing. In addition to retooling job descriptions, rewrite interview scripts to avoid bias.
SwipeClock
SEPTEMBER 15, 2020
Examples of Effective Manager Feedback Questions (Post Interview). The feedback you receive from the staff involved in the face to face interview can also be based on more fair and factual information if guidelines for evaluation are distributed. Benefits of a Structured Interview Feedback Process. Ryan Duffee).
SwipeClock
SEPTEMBER 15, 2020
Examples of Effective Manager Feedback Questions (Post Interview). The feedback you receive from the staff involved in the face to face interview can also be based on more fair and factual information if guidelines for evaluation are distributed. Benefits of a Structured Interview Feedback Process. Ryan Duffee).
HR Tech Girl
JANUARY 19, 2023
But, of course, these shortcuts we make are only guidelines, they change as we get older, and they’re far from always right. I often see this in leaders who think they have a lot of experience (mixing here with confidence bias), so they never run a structured process. It’s not all doom and gloom, however!
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