Many retail stores can benefit from using applicant tracking systems (Click here).
Rite Aid is just one example of a retail store that can tout the success it encountered after implementing an ATS. The drugstore lists between 400 and 500 job openings at any given time. In the past, Rite Aid’s applicant tracking process involved manual data entry and paper pushing and talent managers struggling to keep up with about 100,000 candidates each year.
After Ride Aid acquired the Brooks and Eckerd pharmacy chains, it became more concerned with the process. The acquisition increased the number of Rite Aid locations from 3,300 to more than 5,000.
According to an article by Integrated Solutions for Retailers, it wasn’t long before Tom Sheehan, director of talent acquisition at Rite Aid, realized the company’s current processes would not survive the added stores. On top of that, the company’s thriving pharmacy intern program needed an automated talent management system to streamline the candidate hiring process.
Rite Aid previously advertised store positions by placing ads in newspapers and help wanted signs in store windows. The drugstore also advertised open positions on the career page of its Web site.
“Though we had a career page, it was far from extensive,” Sheehan said. “The career page, which was powered by a homegrown system, listed basic information about the company and requested minimal information from applicants. Worse, the career page did not gather EEO (equal employment opportunity) information – a requirement for companies posting job listings online.”
After integrating a successful ATS, Rite Aid can bow be divided into store and pharmacy categories. The store handles recruitment and applicant tracking for store positions and pharmacy positions separately. This also helps with the pharmacy intern program, which is designed to coincide with the average four-year pharmacy degree program.
Digital tools for recruiters are rapidly evolving. Used properly, new technology can enhance every aspect of the recruitment process, including sourcing. Automating the extraction of relevant candidate data from social platforms like LinkedIn or job sites like Indeed has become commonplace.Read more
Back in October, Google announced changes to their email handling policies designed to combat spam. These new changes will be fully in place by February 2024. Yahoo/AOL has announced similar policies and others will likely follow suit. While the changes should mostly have a positive effect — reducing the amount of junk and scams that get to inboxes — they could have a negative effect on your recruiting process if you rely heavily on cold email or aren’t using properly configured outgoing email systems.Read more
Find out more about who we and what we do.