ATSs differ in their capabilities. ATSs help companies manage and collect candidates for hire. A company is able to collect information that assists recruiters in reviewing candidates based on different demographics, including skill sets.
Besides that, an applicant tracking system can also automate many of the manual processes associated with recruitment, such as resume reviews, bulk hiring, outreach and communications, surveys, and diversity recruitment.
Application tracking systems: how do they work?
It is doubly important for applicants and hiring teams to have a streamlined process for managing applications and resumes. Companies using applicant tracking systems are able to take advantage of both recruitment and candidate experience benefits. How does it work?
As part of the recruitment process, recruiters can also move candidates and their information into various workflows so they can keep track of outreach, interviews, and other components.
Recruiters can access candidate information (such as resumes and cover letters) in a centralized database using applicant tracking systems. In addition to storing this information for a long period of time, hiring teams will be able to access it and refer to it easily.
Do you have an Applicant Tracking System that meets the job requirements?
To manage more positions, employees, and technical support, businesses need a paid solution. Vendors often offer free versions to small businesses in the hope that they will upgrade to a paid version as their business grows.
There are many reasons why companies use the wrong ATS. A free applicant tracking system is often used by small businesses without a recruiting department, to begin with. Using this option can be helpful when you have only a few positions to fill at one time. Recruiting becomes its own job once a company hires five or more positions simultaneously.
Upgrades with the same vendor may seem like the easiest way to avoid data transfers or learning a new system, but that may not be the best choice. In order to determine whether the vendor will remain a good fit for your company, you should evaluate your company’s goals and growth projections.
With an ATS you don’t have to do anything but sit back and relax
Using our recruiting software will eliminate manual administration tasks. With automated workflows, recruiters no longer have to perform repetitive, high-volume administrative work. This includes sending candidate emails. Qualification of candidates that do not meet your criteria and reminding team members, hiring managers, and candidates to complete tasks (these are only a few examples of workflows you can accomplish with our ATS).
- Automate recruitment tasks and workflows
- Reminders and notices for internal use
- Stages and rankings of candidates can be automated
- Provide auto communications (SMS and email)
Candidates should be evaluated
You can preview candidates at a glance or click on a name for a detailed look at a candidate’s qualifications and expertise on the Candidates tab of your dashboard. Other hiring stakeholders can also provide feedback on resumes. Make notes about candidates or star them to review later. To view all candidates at any stage of the process, change the candidate status to indicate whether an applicant has been screened, interviewed, or rejected.
Search for Candidates
A recruiter’s intellectual property and currency are their applicants and the data they provide during the interview process. It can be difficult to find a needle in a haystack when processing 250 applicants for the average job opening (and just imagine if you have more than one job opening). An applicant tracking system with advanced search functionality is essential. By having such a feature, you can capitalize on your recruiting currency and find that needle in the haystack.
Make your hiring process more efficient
As soon as job seekers apply to your open positions – through your career site, an employee referral program, or another channel – they’re automatically added to your hiring process.
There are many simple ATS solutions that lack the steps and capabilities you need to make hiring as efficient as possible. You can use automated prescreen surveys to prevent the manual screening of candidates who aren’t a good fit with an all-in-one hiring and HR solution. When candidates apply, prescreen surveys are automatically sent to them. You can ensure that only the most qualified candidates will advance to the next phase of the hiring process by including knock-out questions in these surveys.
Artificial Intelligence Applicant Tracking System: Importance
As the pressure mounts on HR to hire the best candidates in a limited amount of time, you need an ATS that understands the job description and can rank and match you with the best candidates, suggest similar candidates who applied for similar positions and automate repetitive tasks.
ATS systems have evolved from simple tools to collect and parse resumes to sophisticated pieces of technology that are equipped with an intuitive user interface, automation, and analytics that can streamline the hiring process from start to finish. The indispensability of ATS in recruiting is indisputable as companies adopt them in greater numbers.
How can your ATS help you?
By making your ATS efficient throughout the recruitment process, from managing candidates to uploading CVs, screening candidates, and finally selecting candidates, you will save time and money. The system should also make it easier to distribute multiple job postings at once to multiple job boards and employers.
You don’t need to reinvent what you are doing when you implement an ATS: it’s an opportunity to streamline your processes by handling all aspects of the recruitment flow in one environment, your ATS dashboard, from job distribution to integrated applications and candidate management.
What other systems do you have integrated with the ATS?
Integrating an ATS with HR, payroll or procurement systems should be a key consideration for any ATS purchase. Often departments will buy technology in silos from each other because their requirements lists are different; however, there are areas where data needs to be synchronized between systems.
If your ATS does not integrate with your HR-information system, you may want to consider purchasing a total HRIS (HR Information System) that can integrate Talent Acquisition.
ATS’s amazing features
At the time of its invention, ATS was not affordable for every business. The ATS was used by large corporations to manage their applications.
Today, businesses that hire are able to access and afford cloud applicant tracking systems.
ATS is awesome for these reasons:
- Recruitment has not been the same since it was introduced. An applicant tracking system makes it easier to reach a large number of qualified candidates.
- By creating a resume database within your database, you can access resumes from there in the future.
- You can maintain a strong pipeline of candidates for future job opportunities by staying in touch with candidates.
- The experience enhances the value of your brand among candidates, which in turn improves your brand value.
- Your career page is no longer cluttered with ghost jobs.
- By tracking your hiring metrics, you can improve your hiring process.
- Additionally, it can remove hiring bias.
- Maintaining all recruitment data in one place allows your recruitment team to work efficiently together.
