(SEMESTER 1)

SUBJECT NAME – MANAGEMENT- I

A PAPER ON: A STUDY ON APPLICANT TRACKING SYSTEM :

INCONVENIENCE FACED AND HOW BIASNESS ARE DEALT DURING
RECUITMENT THROUGH APPLICANT TRACKING SYSTEM

SUBMITTED T0:
Karishma Ma’am
Kirit.P.Metha Sch00l 0f Law, NMIMS

SUBMITTED BY: Samyak Jain

Batch – BBA LLB
DIVISION F
R0ll Number -- F036
 TABLE OF CONTENT

Serial Number Particulars Page Number

1 Introduction 3-4

2 Objectives 4

3 Hypothesis 5

4 Research problems 5

5 Research method 6

6 Review of literature 6-10

7 content 10-17

8 Suggestion 18

9 conclusion 18

10 Reference 19-20
 A STUDY ON APPLICANT TRACKING SYSTEM : INCONVENIENCE
FACED AND HOW BIASNESS ARE DEALT DURING RECUITMENT
THROUGH APPLICANT TRACKING SYSTEM

INTRODUCTION:

Heart rate is no longer known as a unique characteristic. It's a series of highly specialized skills,
each with its own set of goals, assignments, and requirements. The Human Resources (HR) role
is under increasing pressure to support corporate priorities and focus on value-added activities.
By leveraging their Human Resources (HR) functions, organizations have recognized the
increasing importance of leveraging information technology (IT). This is called e-HRM
(Electronic Human Resource Management). The e-HRM movement relies on cutting-edge
technologies, ranging from Internet-enabled HRIS to intranets and business portals. The
motivating factors are increasing competition, juggling employees globally, improving the
performance of the HR operation, and saving costs. One of the developing fields where IT is
applied in HRM is the candidate tracking system. This document gives an idea of the
APPLICANT TRACKING SYSTEM and gives a clear idea of what the APPLICANT
TRACKING SYSTEM is and how it creates inconvenience for recruiters during hiring and also
about the bias problem that is addressed by the TRACKING SYSTEM FROM APPLICANT.
Normal recruitment approaches are time consuming and time consuming. Integrated digital
tracking mechanisms have been developed for candidates to meet the objectives of the hiring
process, without overloading tasks. An APPLICANT TRACKING SYSTEM wants to be
successful in recruiting candidates who have a large pool of active and inactive job seekers from
the new frontiers. 63 percent of applicants are currently applying for positions through social
media sites. Which requires maintaining an aggressive social media account to constantly
communicate with candidates. To track and process applications from these channels, the
application tracking program must be combined with LinkedIN and Facebook. Hiring through
artificial intelligence reduces burdens on employers by automating all functions in the world.
With AI-enhanced recruiting, recruiting efficiency increases, tasks are minimized, and time is
used efficiently. Real opportunity to hire the best talent and reduce distortion. Recruiting AI
doesn't just benefit you and your team; it also helps enhance the applicant's experience. Dr.
Arunava Narayan Mukherjee (2014) ZOHO - A convenient, easy-to-collaborate, and inexpensive
APPLICANT TRACKING SYSTEM that helps employees with comprehensive applicant
tracking features for any recruiting and hiring process, from screening to recruiting. recruiting
candidates, is used in the small business that was studied. Applicant Tracking System
(APPLICANT TRACKING SYSTEM) For the employee, acquiring, examining, evaluating and
positioning in a short period of time is a very effective APPLICANT TRACKING SYSTEM.

OBJECTIVES:

1 To highlight what Applicant tracking system really is and how it is used during recruitment
process

2 To study the inconvenience faced by managers while recruiting through APPLICANT

TRACKING SYSTEM

3 to study how biasness are faced by APPLICANT TRACKING SYSTEM.

Hypothesis:

H0 The biasness problem of recruiting process is NOT solved by the help of Applicant tracking
system

H0.The biasness problem of recruiting process is solved by the help of Applicant tracking system

H1. Applicant tracking system are easy to use and install.

H1. Applicant tracking system are NOT easy to use and install.

Research problem

Good staff improves the work process and therefore the human resources department is the first
to see advances in technology. Today, there are innovations that can offset the disadvantages of
the ATS without compromising the accuracy of the candidate. While an ATS can do a lot to
improve recruiting, it cannot work miracles. If the hiring process is lean and sensitive to
problems before the ATS is introduced, employers should identify a means to improve the actual
procedure by changing steps, clarifying workflow checks, or moving the emphasis internally.
before automating certain steps using the ATS. This will include preparation and coordination
among all team members involved in the hiring process.
Research methodology

This article is a descriptive investigation. It is imperative when accurate information is required

on any subject. All the information in this document is taken from academic articles, different
research papers, reliable sites, all the data used in the document are secondary, no primary data is
taken in the document. Help is received from the Internet and other online sources.

ROL

Levan Gagua (2015) THE APPLICANT TRACKING SYSTEM has become more compelling in
enrollment measures and a significant component in electronic enlistment. As the job market
moves more and more in computerized stages, the importance of preparing devices is
highlighted. That said, e-recruiting and utilizing the competency framework for executives is
most productive when you go through the predetermination and fascination stage. Routine
handling and administrative judgment is still an imperative resource in analyzing character,
ability, and sufficiency and deciding on the last option for employment.

Ankit Tiwari (2019) For applicants and recruiters alike, the hiring process is one of the most
difficult times. Many resumes are regularly processed by corporate and recruitment companies.
For people, this is not work. An automated smart machine takes all essential information from
unstructured summaries and transforms it into a common standardized format that can be
classified as necessary for a particular job and applicant. The purpose of this method is to
promote this mechanism by making worthy candidates stand out from the crowd, which
encourages hiring. This method greatly automates the hiring process.
Do, D. and Ohlsson, D. (2018). In this research, qualitative interviews explored the combination
of technology and tasks from the Bullhorn Candidate Tracking Program. The study question
sought to explain how the combination of work and technology influences Bullhorn's success
and usability issues. Core issues with the current TTF design of the applicant's monitoring
software are identified and, most notably, how the TTF construction affects the user interface
and results. Users also do not use the technology if a TTF match is not reached. However, this is
not necessarily the correct solution and it creates more usability challenges most of the time.
Although regular program updates focused on TTF matching are welcome over debugging, they
increase efficiency and increase user throughput. An overall increase in user experience can be
achieved through a strong TTF structure, dialogue, and positive feedback. Therefore, it is
imperative that consumers and developers receive constant feedback.

Neha Sharma (2014) The study has shown that there are several problems with electronic
recruitment. The main areas of challenge are: insufficient lead generation, IT and technology
problems Complex online and offline processes to integrate. However, many companies actually
only allow a cutting edge in recruiting method and do not fully benefit from online recruiting.
Electronic recruiting is increasing. Another potential constraint could be the lack of knowledge
of solutions and challenges in selecting the right technologies to meet the needs of the latest HR
systems in the present and the future. This research offers a new benchmark for e-procurement
processes and patterns. It also enables organizations to improve their e-recruitment practices and
their approach to retaining and recruiting the most successful candidates.

F. R. Alexander Pravin Durai (2017) Applicant Tracking System is the best module of HRIS to
help HR staff with the best recruitment. Automate the entire HR department hiring process,
providing the hiring team and applicants with the best experience. Problems with the use of ATS
must be addressed simultaneously. Technology training of HR staff would help automate the
entire HR process. One of the modules of the Human Resource Management System is a
Monitoring System Applicant (HRIS). This method will prevent HR staff from wasting endless
hours in the cumbersome hiring process. Rather, the procurement process should be optimized so
that less human involvement is possible to select more effective and skilled candidates.

The current era is marked by the use of technology in all aspects. It is also not an exemption for
the human resources department. Through the use of digital technologies in the human resources
area, the Human Resources Department becomes a strategic partner and, therefore, becomes
more effective. Here, the candidate tracking system is software that is used to simplify hiring of
human resources. In this publication, the Applicant Tracking System, its advantages and
problems are tested.

Andreas Eckhardt (2015) This study focuses on the impact on the efficiency of the procurement
process of various elements of business process management in relation to information
technology. Results from a German survey of the 1000 largest companies (response rate 13.1
percent) show that measuring work processes, progress of business processes, and use of
applicant tracking systems minimize job losses. hiring expenses. In particular, with process
management and process analysis and the use of a monitoring mechanism that supports the
creation and evaluation of the main success metrics, the processing time of the hiring process can
be substantially reduced. Standardization of business processes along with candidate
management systems and reporting for employment processes, as well as other systems that
work with work process management, have significant beneficial implications for party
satisfaction. interested in the hiring process. Through business process management and a
combination of applicant tracking and business process control systems, overall process
efficiency can be improved. The results demonstrate a diverse effect on the success of the hiring
process of many elements of business process management in combination with a supporting
candidate tracking scheme. This document addresses the various consequences for the success of
the analysis of information systems in the management of business processes in the efficiency of
the processes.

Hall, S., & Cober, R. T. (2018) Technology has enabled him to support recruiting decisions
without precedent. The foundation of this skill is the use of Application Monitoring Systems
(ATS), which can easily integrate candidate knowledge to enable smarter decisions at all stages
of a recruiting process. ATS functionality provides a forum This chapter covers realistic and
theoretical issues related to the collection, integration, storage, access and use of assessment
information in applicants' tracking systems (ATS). This paper look at the basic metrics to cover
an ATS, an analysis of the stakeholders and their needs for integrating metrology and data-based
hiring decisions, and considering using a holistic measurement methodology and using an ATS
to drive hiring decisions locally and globally Labor markets. Technology has had significant
effects on procedures and activities in the last few decades in human resources administration
(HR). For example, technology has contributed to the modification of many HR systems,
including preparation of human resources, procurement, selection and management of
performance, job flow and compensation. These new systems have allowed HR practitioners (for
example candidates, staff, managers) to offer improved support to all their stakeholders and have
reduced the administrative burden in the sector.

Dr. Shikha N. Khera , Ms. Karishma Gulati(2012)HRIS includes healthier choices on HR and
increased workforce surveillance and monitoring. HRIS also helps reduce different expenses as a
computerised device, such as labour costs, recruiting costs etc. Through applying the details to
HRIS by the employees and by reviewing it, different expenses are reduced. HRIS exercises
these benefits first and foremost through HR administrators. This covers recruiting and growth
management; succession planning (identification and qualifications of key positions),
recruitment and hiring monitoring, and workforce planning, staff and identification information;
(attendance tracking, etc). HRIS also encourages people to monitor their participation and
commitment to the organisation. This does not only help to schedule salaries, but also to control
results. In essence, it has been concluded that HRIS is an outstanding method for HRP, but
certain bones also need to be taken up and HRIS acts not taken can perform on them.

Barkha Gupta(2013) HRIS works as a core element of the enterprise and a successful HRIS is
going to provide essential human resource requirements and skills details that can help the
management team to put the task and set priorities and targets in motion. HRIS does not confines
itself to hardware and software that encompass the technological aspect of the system: it also
covers the persons, regulations, processes, and information needed for HR function management.
Implementation of an effective HRIS will ensure that HR is at the forefront of its efforts to
provide more efficient and smooth operation. The key point of this paper is that using
computerised HRIS is the most powerful manual as it helps keep data accurate in less time. And
it is also accurate that the roles of HRIS boost HRM in administrative and theoretical terms. The
goal of HRIS is to bring together the different parts of the HR department, including payroll,
labor productivity and Benefit management in a less capital intensive system than the
mainframes for managing activities in the Past. Also known as Human Resource Management
Systems (HRMS). An HRIS should usually be the Ability to plan, control, and manage HR costs
more effectively; Improvement of the efficiency and quality in the HR department Make a
decision; Improving the productivity and effectiveness of employees and managers. In most
situations, a HRIS will also increase efficiency when it comes to making decisions in the HR
department. This research paper helps to know how HRIS helps the organization improve work
efficiency.

Ogwueleka Francisca and Ismaila Abdullateef (2015) This paper provides a solution to the
recruiting challenge faced by the Nigerian Federal Road Safety Corps. The recruiting process has
been carried out manually since the corps was formed in February 1988. This has culminated in
huge financial and human costs and is totally avoidable. In addition to travel costs and human
hours, FRSC employees were lost in injuries during recruitment workouts throughout the world.
To address these issues, the FRSC recruiting exercise is being conducted by an Applicant
Tracking System (ATS), which tracks different processes and report on them. The methodology
adopted to develop the ATS, the technology used to construct the system, and the system to
enhance the overall recruiting process are outlined in this study. In addition, the device is
assessed qualitatively to measure its possible efficiency and usefulness. The ATS has not only
helped improve FRSC's overall recruiting process, but has also minimised the chance of sending
FRSC employees to the country's long-distance recruitment exercises manually. The decision to
remove the lengthy existence of the manual procedure within the hiring department led to the
introduction of the monitoring system for applicants. The research to increase results
demonstrated the ATS device prototype. But by adding a local language module and the addition
of biometric functionality, this framework can be further enhanced. After evaluating closely the
current method of manual recruitment, where candidates queue to receive form and request form
documents. The proposed scheme, the "applicant tracking system," should be implemented.
 Content

Working of Applicant tracking system

AN APPLICANT TRACKING SYSTEM smooths job interaction by helping observers make job
postings, distribute them to organization sites and job sheets, select candidates, track their status,
save their details, and work on the last steps. of the recruitment cycle when a supply is expanded.

APPLICANT TRACKING SYSTEMS are diverse and have numerous highlights, many of
which may change depending on what brand of programming you have invested your resources
in. Some brands are more reliable than others and have better and more developed highlights.

However, the major brands often share a number of simplified general contracting
characteristics, some of which include:

Candidate sourcing

The initial phase of the process is finding the best applicants. An APPLICANT TRACKING
SYSTEM makes it easy for you to post and disperse job opportunities in the right places so you
can attract the people with the skills you're looking for. APPLICANT TRACKING SYSTEM
programming allows you to do this on organization sites, worksheets, and through different
means of email submission. As you produce your job posting, be sure to make a detailed post
that will help your APPLICANT TRACKING SYSTEM better match you with competitors that
fit your expected set of responsibilities. If you don't explicitly clarify what kind of person you
need, you risk attracting some unacceptable applicants. That is why APPLICANT TRACKING
SYSTEMS expect the contestant to answer a series of "knockout questions", which quickly
eliminate any individual who is anything but fit. These inquiries may require a short answer or a
reaction in a checkbox, and if the candidate does not give good feedback, the APPLICANT
TRACKING SYSTEM will flag and reject the application. On the other hand, responses that are
attractively tailored to the organization's needs will move on to the next stage of the enlistment
interaction.

Resume storage

Previously, HR offices received job forms in the mail or their email and ended up with piles of
papers in their workspaces and résumés dissipated in their email inbox. APPLICANT
TRACKING SYSTEM arrangements allow organizations to download content directly to the
product to keep all business applications protected and coordinated in one place. Regardless of
whether you have submitted occupations on an external site or made an email call for resumes,
you can still import them into your APPLICANT TRACKING SYSTEM dataset quickly and
productively. Therefore, you can view and store your pool of candidates without problems.

Resume analysis

APPLICANT TRACKING SYSTEM programming does this by swiping through each resume to
find explicit prompts in job titles and specialized knowledge synopses. For example, an
organization may be looking for a show manager. In the event that they need someone who has
been in this type of work before, the APPLICANT TRACKING SYSTEM programming can
search for "show director" and remove each of the competitors whose resume incorporates it. For
the most part, organizations try to use similar slogans in the presentation of the job that they need
to see reflected in the resumes of the candidates. Some APPLICANT TRACKING SYSTEM
brands are even prepared to filter online media destinations for qualifying keywords to help them
locate the best applicant considerably faster.
Filters

Search by Keyword

Applicant communication

Distribution of job offers

Automated email customizations

 Inconvenience faced by managers while recruiting through APPLICANT

TRACKING SYSTEM
Organizations get an APPLICANT TRACKING SYSTEM to address existing issues, so
it is quite possible that it will be annoying when there are difficulties in restricting the
execution of the framework. Fortunately, waiting for these difficulties can help your
organization to be prepared, so execution and subsequent use are as smooth as you could
hope.

APPLICANT TRACKING SYSTEM Scheduling coordination issues can be a real

headache when you're struggling to get to your sign-in date quickly. This is a test to
consider during the APPLICANT TRACKING SYSTEM determination measure to
ensure that the chosen framework is feasible with the frameworks your organization is
currently using. Coordination of the APPLICANT TRACKING SYSTEM with
representative information bases, financial frameworks, Learning Management Systems
(LMS), and the current board project registry in use will help establish collaboration.

While an APPLICANT TRACKING SYSTEM can do a lot to simplify the hiring

process, the program does not work miracles. If the hiring process was difficult and
troublesome prior to the implementation of the APPLICANT TRACKING SYSTEM,
recruiters should identify a way to improve the current procedure through changes to
steps, clarifications of workflow inspections, or even a direction internally to automate
certain steps. through the APPLICANT TRACKING SYSTEM. This can be achieved
through preparation and coordination among the team members involved in the hiring
process.

Incompetence or poor understanding of how systems are transformed from analog to

digital will lead to technological difficulties. The person determining the rules for this
new framework must have a comprehensive understanding of how referrals, reference
tracking, benchmarking, onboarding, and many other important facets of the hiring
process can be successfully transformed without being completely transformed. The
APPLICANT TRACKING SYSTEM project can make or break this aspect of the
deployment.

Once the technology aspect of the APPLICANT TRACKING SYSTEM implementation

is complete, it is important to monitor the change to the current hiring scheme. It's normal
for recruiters to use old programs, such as email, instead of the new one, so a deadline
change or other transition instructions will better explain expectations. Keep your
attention on the complaints, as they could in fact be covert reasons not to use the new
method, but to verify all the reviews.

RACKING SYSTEM Mobile Device Problems

While the APPLICANT TRACKING SYSTEM can be accessed via mobile devices, an
organization may not develop a mobile website through which staff can obtain more
information about the company. If mobile options are not included in an APPLICANT
TRACKING SYSTEM, an organization can also lose smartphone traffic which can make
up a large part of the applicant pool. Additionally, an organization could avoid this
 opportunity by choosing an APPLICANT TRACKING SYSTEM without mobile
devices, which could affect the potential relevance of the device and ROI.

removal of the resume that the algorithm cannot identify and interpret.

All abstracts with an outlier style are normally removed because the APPLICANT
TRACKING SYSTEM cannot understand and interpret them. Applicant tracking systems
can exclude extraordinarily talented applicants directly due to technology problems or
simply due to the particular format of their abstracts. There are applicants who are not
familiar with traditional fonts like Times New Roman, etc. Therefore, an APPLICANT
TRACKING SYSTEM will also exclude applications provided by sources not accepted
by the program. This allows companies to lose some eligible applicants.

 Gender biasness in Applicant tracking system

Sexism in the workplace was a key issue every year. There is a lot of news - "Study: Women
valued for their physical attractiveness" or "We need more women to overcome sexual
technologies" - but this prevalent problem will soon, if only in part, be solved with little
technological support. Since artificial intelligence plays an important role in talent development,
it has the ability to influence sexual inclusion.

Mahe Bayireddi, CEO of Phenom People and Artificial Intelligence, said that in an interaction,
AI can correct biases by revealing the problem. "People are concerned and expect robots to
become harmful, however if the AI had a bias from where they would have learned it, it is a
human being who taught them that. There may be racism, but artificial intelligence would place
those biases in first place and would allow HR and talent management professionals to determine
and repair their roots. "

Even though machines are not one-sided at their core, they can figure out how to do it, a
difficulty hiring managers should handle through innovation. This may seem like a daunting
fight, however the silver lining to this is that if these machines can learn tilt, they can also figure
out how to detect and stop it.

Man-made innovation of consciousness can create long-term biases that depend on the
inclinations of the people who use it.

Because AI uses calculations to analyze information, create examples, and generate expectations,
it can capture the remarkable sexism that exists in sourcing, selecting, and using trials from an
association. For example, when evaluating candidates for a business position, an observer may
ignore candidates with female names, despite the fact that innovation in man-made reasoning has
recognized them as the top candidates for the position. In the event this oversight is not obtained,
this observer's knowledge of this ongoing and one-sided conduct will be collected, researched,
and formed into an equation that will be used to create ideas for future positions.

Reduce bias, testing and training is a good method

The applicant tracking system must be taught that they are impartial. The duty is that companies,
either by themselves or by a commercial third party, adopt an ethical and conscientious strategy
when incorporating artificial intelligence in their recruitment activities. Before its application,
artificial intelligence technology must be thoroughly educated and tested for known
unintentional biases. And while you're online, it's important to actively test your AI code to make
sure unacceptable biases and habits are spotted and fixed instantly.

The applicant tracking system can fix the issue of gender bias in the hiring process by helping
recruiters find out where they are falling behind why gender bias is occurring in the organization
and with the help of the tracking system. applicants gender bias can be resolved.
Suggestion for future research

For small and medium-sized businesses, a potential researcher can find a solution. The solutions
can be outsourced or in the cloud, which is a recent idea for Indian companies. Solutions are also
possible. While organizational readiness consists of marketing, financial planning, and
development, this discussion focused on the human resource planning aspect. The importance of
the Applicant Monitoring Method for partnership planning will be pursued through potential
research to gain a broader understanding. The main basis of this study was recruitment. Other
subsystems can also be used for future studies, such as how well the company redesigns the
applicant tracking system, what kind of data protection users can expect from the applicant
tracking system, and what impact eHRM can have on preparing for applications. HR will be of
interest in another report. A potential scientist can expand on a current model of the program
tracking device.
Conclusion

In conclusion we can say that the application monitoring system allows the human resources
department to face the new task. To maintain the latest technologies and a growing number of
workers, many companies have felt the need to transform the way HR activities are conducted.
Human intelligence is closely related to human experience and decision-making skills that are
highly informed by knowledge. Now, one day it is considered the main resource for good
decision-making in all areas of human rights information. A structured means of recording and
extracting employee data. The simplified candidate tracking system is very important. A
structured means of recording and extracting employee data. The human aspect of the
organization is the most valuable asset of an organization. From a closer perspective, the very
quality of this product sets an organization apart and the aspect that makes the organization's
vision work. Therefore, the competitive effect that an organization's workforce has on shaping an
organization's fortunes must be appreciated. The additional recruiting and selection functions are
given here. The logical stage in the HR process is next to the hiring of Qualifications and the
gathering of professional workers. As such, this method focuses on discriminating between
candidates to recognize and recruit those entities whose skills essentially serve the purpose of the
organization. The hypothesis taken in the article was h0. The applicant tracking system has
solved the problem of bias in the hiring process from the document, we can say that this
hypothesis may be partially correct and can also be refuted, since after the applicant tracking
system, although the interference Human in the hiring process is less if the applicant tracking
system is installed correctly without any biased command from managers, it can definitely
address the problem of bias in the organization, but ultimately the main powers finally come to
managers, so if they want they can be biased when recruiting through the applicant tracking
system, so the hypothesis is The disproven difficult applicant tracking system can solve it, but in
the end you have to go through the hands of the manager himself, so we cannot say that the
problem is completely solved, so There may be biases when recruiting through the applicant
tracking system. The second hypothesis can be tested because managers are believed to be smart
enough to use computers and laptops. The Applicant Tracking System is the best HRIS module
to support staff recruitment. Automate the entire hiring process in the HR department, providing
hiring staff and applicants with the latest experience. Problems with ATS must be addressed at
the same time. Technological training of HR staff would help automate the entire HR process.

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