{"id":3878,"date":"2022-07-20T13:58:46","date_gmt":"2022-07-20T13:58:46","guid":{"rendered":"https:\/\/www.arca24.com\/jobarch\/pt\/?p=3878"},"modified":"2024-02-13T14:02:11","modified_gmt":"2024-02-13T14:02:11","slug":"sistema-ats","status":"publish","type":"post","link":"https:\/\/www.arca24.com\/jobarch\/pt\/blog\/sistema-ats\/","title":{"rendered":"Desde applicant tracking system at\u00e9 applicant ranking system"},"content":{"rendered":"
<\/div><\/div>

Hoje vivemos num mundo sempre mais digital e conectado, onde empresas e indiv\u00edduos sentem a necessidade de gerenciar, veicular e acompanhar o fluxo de informa\u00e7\u00f5es \u2013 de entrada e de sa\u00edda.<\/p>\n

A exig\u00eancia de estar sempre conectados em real-time favoreceu a multiplica\u00e7\u00e3o das ferramentas e dos canais de comunica\u00e7\u00e3o \u2013 nomeadamente das redes sociais \u2013 com o aumento da quantidade de dados e de informa\u00e7\u00f5es que devem ser gerenciadas.
\nUm fen\u00f3meno global que, sobretudo nos \u00faltimos anos, teve um impacto enorme sobre o mundo do recrutamento.<\/p>\n<\/div>

A digitaliza\u00e7\u00e3o dos processos de recrutamento\u2026<\/h2><\/div>

S\u00f3 alguns anos atr\u00e1s, o recrutamento concernia exclusivamente a publica\u00e7\u00e3o de ofertas de emprego nos jornais. Isso implicava que as candidaturas eram recebidas em papel.<\/p>\n

Hoje o processo de aquisi\u00e7\u00e3o de talentos est\u00e1 completamente revolucionado: as ofertas de emprego est\u00e3o em linha 7 dias por semana e vis\u00edveis em todo o mundo. Isso gera uma quantidade de informa\u00e7\u00f5es que requerem ferramentas e processos inovativos, longe do simples utilizo de mail e\/ou suporte em papel onde reunir os curr\u00edculos recebidos.<\/p>\n<\/div>

\u2026requer a adop\u00e7\u00e3o de novas abordagens e novos instrumentos<\/h2><\/div>

Num mundo sempre mais digital, as empresas come\u00e7aram a utilizar ferramentas tecnol\u00f3gicas para otimizar a aquisi\u00e7\u00e3o de talentos e gerenciar de forma melhor os CVs: os ATS.<\/p>\n

Os Applicant Tracking System (ATS) s\u00e3o ferramentas capazes de construir banco de dados de candidatos consult\u00e1veis on-demand, de forma simples e eficaz, otimizando tempos e recursos para o recrutamento.<\/p>\n

Todavia, as exig\u00eancias do setor RH est\u00e3o vivendo uma constante evolu\u00e7\u00e3o, que necessita o utilizo de ferramentas sempre mais inovativas; por isso, hoje n\u00e3o falamos mais de ATS mas de ARS: Applicant Ranking System.<\/p>\n<\/div>

Sistema de classifica\u00e7\u00e3o de candidatos vs Sistema de acompanhamento de candidatos: qual \u00e9 a diferen\u00e7a?<\/h2><\/div>

ARS indica uma vers\u00e3o moderna de rastreamento; a vantagem respeito ao utilizo dum cl\u00e1ssico ATS \u00e9 a possibilidade de ordenar os candidatos por compet\u00eancias adquiridas de forma autom\u00e1tica \u2013 ou seja, fazer um \u201cranking\u201d \u2013 respeito a uma ou mais pesquisas\/ofertas de emprego.<\/p>\n

Os ATS tradicionais t\u00eam a possibilidade de buscar perfis por filtros e palavras-chave (pesquisa booleana); um sistema que, embora represente uma mudan\u00e7a significativa respeito ao gerenciamento manual dos curr\u00edculos, hoje aparece ultrapassado pela necessidade de ter uma ordem dos candidatos sempre mais pertinente.<\/p>\n<\/div>

Da screening atrav\u00e9s de palavras-chave uma an\u00e1lise sem\u00e2ntica<\/h2><\/div>

A tecnologia que utilizamos na JobArch \u00e9 baseada na intelig\u00eancia artificial que pode encontrar uma correspond\u00eancia entre perfis e ofertas de emprego em 6l\u00ednguas (italiano, ingl\u00eas, franc\u00eas, alem\u00e3o, espanhol, portugu\u00eas), tamb\u00e9m quando a l\u00edngua do CV \u00e9 diferente da oferta.<\/p>\n

Trata-se dum sistema desenvolvido para garantir a import\u00e2ncia da an\u00e1lise sem\u00e2ntica, reduzindo as margens de erro e aumentando o conte\u00fado que pode ser processado pela m\u00e1quina.
\nO resultado? Maior pot\u00eancia e profundidade de leitura e das compet\u00eancias dos candidatos para uma melhor associa\u00e7\u00e3o entre etiquetas profissionais e cargos de refer\u00eancia.<\/p>\n<\/div>

Por que voc\u00ea usaria um ARS?<\/h2><\/div>

Para compreender melhor as potencialidades do sistema de applicant ranking \u2013 em compara\u00e7\u00e3o com um applicant tracking system \u2013 podemos considerar alguns exemplos:<\/p>\n

    \n
  • Grandes volumes de candidatos<\/strong>. Se por uma oferta de emprego, recebo muitas candidaturas, n\u00e3o necessitar\u00e1 de examin\u00e1-los todas. O motor sem\u00e2ntico, n\u00e3o mostrar\u00e1 os perfis n\u00e3o correspondentes com a sele\u00e7\u00e3o, mas s\u00f3 os pertinentes v\u00e3o ser ordenados de forma decrescente (desde 100% de compatibilidade para baixo). Dessa forma, temos uma otimiza\u00e7\u00e3o dos tempos e dos recursos e um processo mais eficaz.<\/li>\n
  • Poucos candidatos e de dif\u00edcil identifica\u00e7\u00e3o.<\/strong>\u00a0O motor sem\u00e2ntico pode suportar tamb\u00e9m quando o problema n\u00e3o \u00e9 a quantidade, mas a qualidade dos CV recebidos; isso acontece porque o sistema consegue ler os cargos desenvolvidos pelos candidatos sem a necessidade que sejam reconduz\u00edveis a um \u201cjob title\u201d espec\u00edfico.
    Por exemplo, consideramos os candidatos que t\u00eam compet\u00eancias muitos boas, mas que n\u00e3o t\u00eam h\u00e1bito e\/ou experi\u00eancia no escrever um CV. Num sistema ATS cl\u00e1ssico, esses perfis est\u00e3o prejudicados e frequentemente n\u00e3o s\u00e3o encontrados. O mesmo acontece com jovens talentos que, durante a primeira experi\u00eancia profissional, recebem um job title espec\u00edfico da organiza\u00e7\u00e3o que n\u00e3o encontra correspond\u00eancia no estrangeiro. No mercado do trabalho, esses candidatos utilizar\u00e3o o t\u00edtulo que receberam no passado, com o risco de n\u00e3o ser encontrados pelas empresas. Tamb\u00e9m nesse caso, a intelig\u00eancia artificial l\u00ea os cargos e as compet\u00eancias adquiridas (al\u00e9m da profiss\u00e3o espec\u00edfica), individuando as compet\u00eancias procuradas.<\/li>\n<\/ul>\n

    Tempo e efic\u00e1cia s\u00e3o os impulsos que nos levam a desenvolver sistemas de Applicant Ranking System como JobArch.<\/p>\n<\/div>

    <\/div><\/div><\/div><\/div>
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