Benefits of an Applicant Tracking System: Whether you’re attempting to “sell” an application tracking system to your management team or CEO, or you’re just searching for a better way to handle your prospects and resumes, here are the top ten benefits of an Applicant Tracking System.
An Applicant Tracking System (ATS) streamlines the hiring process for any agency recruiter and human resources department. It’s one of the most in-demand recruiting tools, assisting recruiters and hiring managers in filtering and sorting through hundreds of thousands of CVs in order to find that one qualified prospect for an available job opening.
Have you ever wondered why recruiters don’t even look at 70% of resumes? This is mostly due to an ATS, which stores, ranks, and scores CVs based on key words, formats, job titles, work experience, and a variety of other characteristics.
Companies that use an Applicant Tracking System (ATS) are more likely to attract, identify, and hire the finest individuals in today’s job market. Those who do not take use of new recruitment methods and technologies, on the other hand, are almost certain to fall short of their recruiting goals.
Driving an efficient recruiting strategy is heavily reliant on a company’s ability to implement more streamlined and agile processes that allow recruiters to focus and spend more time on what is most important: engaging with top talent.
What Is An Applicant Tracking System?
Assume a candidate applies for the position of marketing manager at XYZ corporation. If you believe that a recruiter will carefully review your resume on the first try, you are mistaken. An ATS is the first to review the resume. Depending on how well your CV is formatted for an ATS algorithm, it will be rejected or routed directly to a recruiter.
Did you know that the market for Applicant Tracking Systems is predicted to reach 1.81 billion dollars by 2023 as a result of their widespread acceptance in government agencies and businesses due to recruiting automation?
An ATS is designed to make it simple for employers to filter resumes, pick candidates, and save time on manual activities. Its primary responsibility is to bring to light just the most qualified prospects for interviews.
An application tracking system for recruiters streamlines the hiring process by screening for the best, most qualified individuals using automated intelligence. Because many vacant positions attract hundreds or even thousands of people who lack the required qualifications, this saves organizations and recruiters time that would otherwise be spent manually screening out these candidates.
Using all of an ATS’s features can assist decrease manual processes, engage potential candidates, and ultimately fill open requisitions faster and with better candidates. However, many ATSs have other features and benefits that may not be as clear.
An ATS also promotes cooperation by allowing anybody involved in the hiring process to stay up to date on the status of a job and contribute to the candidate selection conversation.
Systems that use machine learning and natural language processing are beginning to compete with ATS offerings that use keyword-based screening methods (NLP). Some suppliers are developing technologies that assess a company’s previous hiring decisions to identify the characteristics of top-performing personnel. This information on current employees is then used to feed the ATS algorithm, which looks for trends in work experience and education that indicate success.
Another purpose of these ATS solutions is to decrease bias in recruiting and hiring, whether conscious or unconscious. For example, machine learning and natural language processing (NLP) technology are used in job advertisements to prevent wording that subtly inhibits a male or woman from applying. According to studies, bias is a serious issue in hiring.
Job boards are incorporating ATS-like monitoring tools and moving away from the notion that they are simply “job boards.” Some applicants are ranked based on how well they meet the job ad’s qualifications. Integration with an existing ATS may also be available on job sites.
What is the operation of applicant tracking systems?
Candidates want simple and user-friendly application processes. The finest applicant tracking systems enable people to apply for jobs from any device without logging in. Companies profit from a bigger pool of applicants, who can then be automatically graded based on abilities and experience.
During the recruitment process, applicant tracking systems make it simple for users to provide feedback and notes about a candidate. Some of these solutions enable collaboration from a mobile device, which is convenient for busy recruiters and hiring managers.
The top ATS software screens and sorts resumes using cutting-edge technology such as natural language processing and artificial intelligence. These computers scan resumes, look for keyword matches, and analyze data using various methods.
Many applicant tracking systems also link with job sites, making job advertisements more efficient.
Some of the key aspects that you’re likely to notice in an excellent recruitment software are as follows:
- Parsing can be resumed.
- Advanced lookup
- Recruiting candidates
- Email templates embedded into CRM software
- Reports on advanced topics
- Several integrations
It mimics the human mind and scans resumes for keywords.
There are numerous myths about how the use of Artificial Intelligence (AI) in recruiting will dehumanize the entire employment process.
This is not correct because the AI component in an ATS is designed and engineered to replicate human thought processes.
If a recruiter manually scanned a resume, he or she would have looked for keywords in the same way. With increased functions, an ATS speeds up this process, saving time and money while reducing error margins.
When you run resumes through an ATS, it looks for certain keywords that you’re looking for. For example, if you’re looking for a Sales Assistant, an ATS will look for resumes that include the phrase “Sales Assistant.” Certain SaaS businesses even offer chrome extensions that scan a candidate’s LinkedIn profile and upload it to your recruiting database.
Finds the best candidates.
There is no doubt that an Applicant Tracking System can identify the best qualified individuals for an open position. It greatly simplifies your first move toward hiring.
You will not be able to attract qualified individuals if your job description is incorrect and you fail to include the appropriate keywords.
ATSs also employ a series of “knockout questions” to assist reject candidates who are not a good fit. These questions are often asked in the form of a checkbox or a short answer.
If a candidate does not respond, the algorithm immediately eliminates him or her. It will proceed to the next stage of the recruiting process once an applicant answers the questions satisfactorily in accordance with business requirements.
Applicants are scanned and sorted.
Applicant Tracking Systems include resume parsing features that extract relevant information from a candidate’s CV and display it for recruiters to review. Several ATS systems typically allow recruiters to hotlist or favorite applicant CVs and provide brief notes, making recruiting easier than before.
Recruiters can also specify which keywords should be scanned by the software, such as educational background, specialized abilities, or even custom filters that may be relevant.
Using this scanning and sorting feature, recruiters can quickly examine CVs and schedule interviews.
Applicants are being tracked.
After you’ve finished scanning resumes and organizing them according to your needs, you may track them through each stage of the recruiting process.
For example, if you are recruiting ten applicants, your ATS will show you whether each candidate is a new applicant or if they are at the first or second interview stage. Even if a prospect is dismissed in the middle of the process, their information will be saved in your recruiting database for future opportunities.
Who makes use of an ATS system?
The job market is as competitive as it has ever been. For recruiters, this entails overcoming a number of obstacles in order to complete the task. ATS caters to two markets in order to suit the needs of this diversified industry:
Corporate Human Resources
Finding and maintaining the greatest personnel for your firm, as well as creating a positive applicant experience, is all that matters as a Corporate HR professional.
- You can use Corporate HR Software to:
- Post job vacancies on your personal career website.
- Automate the posting of your job openings to free and paid job boards.
- Utilize your current staff as a source of new hires by utilizing employee referrals.
Recruit applicants by utilizing a robust resume parser.
- Pre-defined assessments are used to screen candidates.
- Skill-based candidate matching can be used to screen applications.
Conduct background checks
- Connect to your HRIS system
As a staffing firm, filling job opportunities swiftly and consistently with the top candidates makes all the difference.
You can use staffing agency software to:
- Using employment boards, you may reach out to millions of applicants all over the world.
- Parse thousands of resumes into your ATS database in a matter of minutes.
- Using pre-defined assessment methodologies, screen a large number of applications.
- Skill-based applicant matching to cut through the noise and uncover the top talent
- Through the client portal, you may maintain an effective contact with your clients.
- Set triggers to automatically send bulk emails to candidates.
- Instantly generate reports
Benefits of an Applicant Tracking System
A recruiting agency’s job is twofold: to expedite the process of discovering and hiring the right talent, and to ensure that the recruited individual and picked firm are a good fit.
According to a recent online poll done by Recruit CRM, more than 98 percent of recruitment companies with ten or more recruiters used an Applicant Tracking System. For organizations with fewer recruiters, the rate was substantially lower, at 76 percent.
An ATS’s functionality is comparable to that of a Customer Relationship Management (CRM) system, but with a little shift in emphasis toward search functionality.
Here, we hope to highlight 20 essential benefits of an ATS that will convince you of the value of having one for your recruitment organization.
In a competitive employment market, recruiters and hiring managers strive for any advantage they can get in the hunt for the top personnel. This requirement is becoming ever more crucial as many firms shift to remote labor. The competitive field has widened: the geographical barrier has been lifted, providing the best applicants even more options. For discriminating candidates, an ATS can be a major differentiation. Here are a few of the advantages:
Allows for more time for value-added work.
The most significant benefit of an automated Applicant Tracking System is that it saves a significant amount of time when compared to traditional application processing and hiring procedures.
An estimated 75-88 percent of resumes received are unqualified for the job. By removing the manual posting and listing on job boards, as well as weeding out unnecessary applicants, this entire process may be completed in seconds rather than hours.
Both the employer and the agency benefit from a flexible system.
Using an ATS clearly benefits recruitment agencies much. However, it is a boon for the client as well, as short lists, interview comments, and all other co-ordinations can be handled online.
Consider how much more efficient you will be if you no longer have to deal with a plethora of emails, excel sheets, and remember notes or appointments that are now managed on a single platform.
Improved Application Overview
You have all of the information you need in one place if you keep all of the documents in your recruiting database.
Without leaving the program, you can effortlessly navigate between apps, compare candidates, modify candidate status, pick and scan candidates. As a result, you eliminate the possibility of a submission being ignored or becoming stuck on a team member’s desk, allowing you to be aware of any repeat applications. To make things easier, several ATSs feature a simple Kanban view.
Simple Job Posting
With an Applicant Tracking System, you may post job openings on many sites with a single click.
You do not need to create and manually log in to separate accounts for each social site in order to submit the job. Furthermore, you do not need to keep track of each social media site and the outcomes generated by each post separately.
An automated ATS will collect analytics from each platform and then aggregate them.
Different nations have their own prominent job boards, but the very minimum requirement is that the ATS can automatically submit your jobs to Google Jobs, which is one of the most sought locations by job seekers.
Furthermore, you can include information such as a job description, pay, location, and so on.
You may incorporate a careers site page on your website using an ATS like Recruit CRM. This website can then be used to collect online applications.
You can also save a lot of money on recruiting marketing. Job boards will drive a lot of attention to your job postings.
Reduced Cost Per Hire
We all know that most organizations cannot afford to pay hundreds of dollars in a costly screening procedure every time they need to acquire fresh personnel. Similarly, these companies cannot afford to hire the wrong person as a result of an ineffective screening procedure, as it would cost them much more in the long run.
According to Tim Sackett, one of the world’s most prominent recruitment gurus, an ATS is one of the most economical and fantastic recruiting technology ever!
He feels that this technology has enabled SMEs to conduct competitive recruiting and staffing processes.
“SMEs can move faster to embrace the latest and best technology on the market,” he says. It’s an exciting time to be in talent acquisition since the availability of world-class technology is changing the way we all recruit on a daily basis.”
Since the advent of an ATS onto the market, the cost per hire has decreased dramatically.
A recruiter’s monthly salary should be between $2000 and $3000, and an applicant tracking system should cost between $100 and $150 per month per user. Do you honestly believe that an ATS can’t boost your recruiter’s sourcing efficiency by more than 5% per month and cover the cost?
Increased Hiring Quality
“The early bird gets the worm,” as the adage goes. According to study, 80 percent of recruiters claim to have improved their hiring quality since implementing an Applicant Tracking System in their firms.
According to another study, a qualified candidate’s application is retained for around 10 days. By hastening the recruitment process, you can easily snag these talented prospects who would otherwise be poached by your competition.
And, sure, organizations are now sharply defining their hiring quality through a variety of indicators.
Inter-Departmental Communication Has Improved
A confident exterior is the result of a powerful interior.
One of the most common issues encountered throughout the recruitment process is a lack of information and poor communication between departments, such as your agency and the hiring manager.
An ATS improves communication among recruiting team members as well as with others involved in the process. It also enables you to simply send messages to many persons and assign tasks in an organized timetable.
Furthermore, all team members can take part, leaving comments, ratings, and criticism on each candidate.
Most ATS now smoothly link with Google/Outlook calendars and numerous email platforms. As a result, there is less paperwork and a better organized procedure.
Decisions That Are Faster And Better
When it comes to employing a workforce for a company, there is no room for error, and a single bad decision can be disastrous to the firm’s financial position.
An Applicant Tracking System provides total access to all applications by displaying them all on the same page. This aids in the development of more efficient and speedier systems.
GetApp, a small company software comparison site, discovered that respondents who utilized an Applicant Tracking System saw significant benefits – 86.1 percent claimed their ATS had boosted the speed with which they hired.
In summary, an ATS streamlines your recruiting agency’s numerous procedures, giving you the confidence to make data-driven decisions.
Encourages Collaborative Hiring
Collaborative recruiting enables a company to establish a more diverse and competent team in a more organized manner.
Applicant tracking software includes creative tools that make it simple to use jointly. HR departments or corporate recruiters can exchange feedback and reviews with each candidate and conduct a cooperative decision-making process in which each recruiter has a say.
The entire recruitment cycle has accelerated.
The advantage of centralizing and organizing all candidates’ information in a single platform allows recruiters to gain faster access to an overview of the hiring process.
Once the ATS is in place, everything from receiving applications to narrowing down viable applicants, arranging interviews, and hiring the appropriate individual for the job accelerates at a rate that speeds up the entire cycle.
Automated contact capabilities also assist the recruiting process by allowing for general follow-up and the easy transfer of applications.
Enhanced Candidate Experience
An automated Applicant Tracking System will provide an excellent user experience, whether the user is hired or not. A more effective hiring and application procedure is the key to your company’s success.
These same candidates can talk well about your company, which can help you gain a solid market position.
An ATS allows you to automate important processes such as sending an email when an applicant is denied, resulting in a better candidate experience.
Employer Branding Has Improved
Having an appealing employer brand is so vital that it can assist a company secure a solid market position.
By enticing a passive employee to join the company, a good employer brand can make a tremendous difference. By integrating your branding strategy with your careers website and offering a stronger onboarding experience, you may review, assess, and develop your branding strategy using an ATS.
Lower Job Ad Bounce Rates
Nothing is more aggravating than a job advertisement that is occasionally bounced. All of the hard work is thrown away in the trash can as a result of this. This could potentially result in the procedure being restarted from the beginning.
Applicant Tracking Systems are a simple and enhanced solution for a better understanding of how to post and carry out job adverts and how to improve results.
Using ATS will assist you in increasing the amount of time spent on the web page and, as a result, the number of applications. Here’s a great post about lowering your bounce rate and getting more relevant applications.
Writing stronger job descriptions will also greatly aid in lowering bounce rates. We’ve also built a resource page with some excellent job description templates.
Recruitment Procedures Have Been Simplified
An applicant tracking system (ATS) makes the entire recruitment process easier to organize and execute. The HR staff can quickly manage and assess several applications in a few hours, which would otherwise take days, thanks to a streamlined development between consecutive jobs.
This enables recruiting firms to work more quickly and efficiently. To be more specific, an ATS will assist you in getting rid of spreadsheets.
Get Rid of Unnecessary Resumes
Most of the time, people apply for jobs blindly, without considering the job’s qualifications and whether the candidate meets all of them.
There is a lot of aggravation on the part of a recruiter who has to sift through hundreds of applications, then filter out the relevant job applicants, and then filter out the most suited ones for the work.
Using a recruitment CRM, on the other hand, will make everything much easier. A CRM will collect resumes from you and show applicant data in a way that makes comparisons quick and easy.
There are now tools available that allow candidates to adapt resumes to job descriptions in order to outperform the ATS search algorithm. As a result, it may be necessary for recruiters to develop their own search phrases (rather than use automated ones that are based on Job descriptions).
Boolean search can be an effective strategy for assisting recruiters with shortlisting. Recruiters can preserve their own search parameters by entering them here each time they conduct a search.
Recruit CRM parses and stores your resumes in the system to make boolean searches faster and more accurate. The parsing is precise and collects the majority of the info from the resume. With each resume you parse, you are also building your resume database.
Simple Interview Scheduling
How prudent it is to offer some of the most outstanding brains in the market a chance, but how difficult it becomes when time periods are allotted to each of these competent individuals. Furthermore, you must ensure that no time conflicts occur so that each candidate has an equal opportunity to express their abilities.
Most agency recruiters believe that phoning each prospect and scheduling their interviews is a much more time-consuming activity than scheduling the interviews itself. This takes a lot of time and also causes unavoidable confusion, resulting in one or two scheduling errors.
Most agency recruiters believe that phoning each prospect and scheduling their interviews is a much more time-consuming activity than scheduling the interviews itself. This takes a lot of time and also causes unavoidable confusion, resulting in one or two scheduling errors.
The Applicant Tracking System can send automatically created emails to shortlisted candidates informing them of interviews, saving the HR department a lot of time and effort.
Improved Budget Utilization
When it comes to recruitment solutions, it might be tough to determine where to invest the funds. This misconception can lead to a lot of wasteful spending by a corporation, resulting in losses.
A company can waste money by publishing job adverts across several platforms and channels when it could have just invested in the correct social network. An Applicant Tracking System determines the best platform to invest in using a variety of personalized data collection strategies, making your tech stack scalable.
A Broader Range of Audience
A restricted reach will only bring a limited amount of skill. If a company wants to hire the best, it must extend its wings in the market and inform a larger audience about their search for a fit candidate. And broadening your horizons in today’s competitive world is a difficult feat.
With so many voices to hear, the audience is frequently perplexed as to what to pay attention to and what to disregard.
Using SEO tactics, an Applicant Tracking System makes it simple to target the correct audience. Moreover, it can easily source resumes from various social media platforms & job boards with automated integrations.
An applicant tracking system (ATS) allows you to enter the realm of social recruiting. Many ATSs, such as Recruit CRM, have social media connectivity, allowing you to publish a job from your ATS directly to your favorite social media sites with a single click.
Accurate Reports Can Be Generated Automatically
Applicant Tracking Systems not only aid in the hiring process, but also in keeping track of and balancing the overall workflow. It is effective at producing accurate auto-generated reports in real time.
This is accomplished by collecting data from various stages of the process, such as job ads, and monitoring the overall task execution. An ATS can assess the effectiveness of social networks and how well they generate results.
This assists businesses in identifying loops and holes in their processes and using them to improve. In a nutshell, it enables you to manage the recruitment process and hire more quickly. Workflow automation is a critical component of any recruiting software.
GDPR and EEO have been improved.
When it comes to providing information to a new source, data privacy is the most important consideration. Most candidates are skeptical that their information will not be disclosed to third parties or made public, especially because the entire recruiting process is automated. This frequently causes people to be afraid to use this media.
Despite the fact that new GDPR standards are being implemented and data security in general is becoming more internationally regulated, it is critical to find a means to manage personal data safely and efficiently. Find out how Recruit CRM handles GDPR and EEO (Equal Employment Opportunity) compliance.
Having a secure cloud-based Applicant Tracking System allows firms to avoid all needless operations such as shuffling through undesired applications, which wastes a lot of time and resources.
All of these advantages are critical to the long-term success of your business. After all, you wind up hiring the best talent.
Advantages for recruiters and employers
The correct ATS can have a huge impact on recruiters’ effectiveness, allowing them to:
Create more detailed job descriptions
Organizations create a job requisition because they have recognized a critical business requirement that is not being met by present personnel levels. This business requirement must be translated into essential responsibilities in the job description. However, it must also pique the interest of the most qualified individual. An ATS features keyword-rich job description templates that capture the correct attention, at the right time, and in the right places where top candidates are looking.
Increase the reach of recruiters while decreasing friction.
An applicant tracking system (ATS) enables recruiters to link job requisitions to the job-posting sites and social media platforms that are most relevant for certain candidates. An ATS also improves internal job board exposure by requiring fewer clicks and removing hurdles for prospective candidates.
Increase efficiency via automating.
With options like automated job posting and communication, as well as digitized, flexible interview scheduling, an ATS may transform and automate manual procedures throughout the hiring cycle. Employers can lessen their reliance on decentralized, paper-based, and email-based processes. This helps to keep competent candidates from falling through the cracks. It also removes errors and slowdowns while getting applicants through the employment funnel more swiftly to enhance cost-to-hire metrics. Digitizing and centralizing sensitive data also increases data security.
Increase the visibility and coordination of recruiting teams.
Recruiting teams have become increasingly dispersed, just as prospects have. Many organizations struggle with efficiency as a result of ineffective collaboration driven by inconsistent processes and ineffective tools. An ATS enables whole recruiting teams to know where a candidate is in the process, what touchpoints have occurred, and what steps are yet to be taken. Alerts can be set up to ensure that no key obligations are forgotten and that good candidates are not overlooked.
The ATS market is highly competitive.
There are at least 100 ATS vendors in the market, making it competitive and crowded. According to IDC, global revenue from talent acquisition technologies and services, such as ATS and recruiting software, will expand at a compound annual growth rate of 5.2 percent from 2019 to 2023.
The term “applicant tracking system” is commonly used and is regarded as a part of a recruitment management system. The latter word serves as a catch-all for any recruitment-related technology. Candidate relationship management systems are examples of this. Candidates who are in the ATS but are not hired right away may be regarded part of the talent pipeline and accessible for future chances. The candidate relationship management system keeps in touch with those prospects.
The benefit of having so many vendors is that you may select the one that best matches your business in terms of functionality, affordability, and other variables that are essential to you. This might be the ability to interface with your existing HR systems, the location of the data, security and encryption, or any number of other special requirements.
When looking for an ATS, there are two sorts of providers to consider:
- ATS market vendors include iCIMS, Jobvite, Oracle Taleo, Greenhouse, Lever, and others. In addition to the ATS, they may include an onboarding module.
- Providers of an ATS module as part of a larger human resource management system. Oracle Cloud HCM, SAP SuccessFactors, Ceridian Dayforce, UKG (previously Ultimate Software and Kronos), and many others are examples. In other circumstances, the ATS is only available if the vendor’s core HR module is implemented.
Things to Consider Before Purchasing an ATS
You may already have an Applicant Tracking System that you want to replace, or you may be looking to purchase your first system.
With thousands of systems to choose from, selecting the best ATS and Recruitment CRM for your company might be difficult! But don’t worry, we’re here to help.
Recruit CRM has compiled a list of questions you may ask yourself to help you decide how to boost productivity and manage your day-to-day recruitment chores like a pro!
What Is My Budget, and What Is the “Real” Cost of the ATS?
ATS systems can range in price from $25 to $250 per user/month. Before you begin your study, you must first determine your budget. You should be prepared to invest anywhere from 1% to 3% of your recruiters’ salaries on their Recruitment CRM.
Basically, if you pay your recruiters $3000 per month, you should expect to spend $30-$90 on CRM software.
An ATS can function as both an asset and a liability. It can significantly boost productivity and provide you with insight into what your recruiters are doing. However, if you get an ATS that does not perform the functions you require, you may be stuck with something that wastes your money and important time while providing you with nothing.
Purchasing the ideal ATS can assist you in filling more positions and gaining more clients.
This is what you want: an ATS that is not a liability but rather an asset that brings long-term value to your company. This occurs all the time: you buy something just to discover that half of the features you require are not included in the software you purchased.
Now, aside from the yearly subscription price, let’s talk about the REAL costs of establishing a new ATS/CRM system.
- Data Migration Fees – The expense of transferring your existing data and CVs to your new system.
- Customer Support – Is this free, or do you have to pay to speak with someone?
- On-boarding Fees — Some businesses need you to pay them to learn how to utilize their product.
- Software Implementation Fees – You may have to pay to have the software customized for your company.
Make sure you address this with the ATS provider before you buy.
What Are The Features?
After you’ve finished thinking about money, you should consider the features you require. Depending on the size of your organization, this can vary substantially.
If you’re a freelance recruiter, capabilities like resume parsing, an integrated emailing system, and invoicing administration are all you need.
The things you need to modify if you own a recruitment agency with 5-15 recruiters. You’ll need reports and analytics to keep track of how each of your staff is doing. Reporting is crucial since it allows you to measure key performance indicators (KPIs) (Key Performance Indicators). KPIs are vital and are frequently the deciding factor in the success of your recruitment firm.
When Is the Best Time to Setup or Begin?
Getting a new ATS isn’t difficult. You should be able to buy and install your system on your own in a matter of hours. There are three steps to implementing an ATS:
- Personalizing your system
- Data Importing
- Inviting your colleagues
Unfortunately, not all ATS systems are simple to set up. Some are difficult, and ATS suppliers will charge you a fortune for them, while others are simple and free. When making a final decision, always consider the time it will take to implement it.
Also, keep in mind that data migration may take a day or two, depending on the volume of data.
How Will ATS Assist You in Finding the Right Candidates?
With a fast Boolean Search, your ATS can help you identify the relevant people in your database, or it can even help you source fresh prospects from LinkedIn and other social media networks.
An ATS that includes sophisticated social recruiting features can help you make more placements.
How is the customer service? How Soon Can I Speak With A Live Person?
When you’re in difficulty, who will come to your aid? The customer service crew!
You should ask about customer service right now. Because, let’s face it, there will always be some things that a human can answer much faster than looking through pages of material.
Hint: Evaluate their customer service while you are using the product for free. It’s not going to get any better if they keep sucking.
Chatbots are now available in the systems of the best ATS vendors, allowing you to access support in seconds. Check to see whether your ATS supplier has a chatbot; this isn’t required, but it will help you estimate the type of service you’ll likely receive.
What to Look For When Choosing an Applicant Tracking System
With so many ATS alternatives available, businesses must consider a number of variables before selecting on the right tool to maximize their investment.
You can’t argue that an ATS is definitely beneficial to talent acquisition experts.
If a recruiter has never used an ATS before, the entire process of selecting an ATS can be overwhelming because he or she will most likely be unable to narrow down what aspects they want to consider.
There are thousands of feature-rich ATS on the market, but what counts most is the most important and effective ones, not the quantity of features. We have limited down 8 such exceptional qualities that you must be looking for when trying to choose an ATS/CRM for your agency based on insight and suitable feedback from our past and present clients.
Recognize the issue that has to be resolved.
With so many ATS choices available, it’s vital to identify the genuine pain areas that the solution should address. As an example:
- If the firm is having difficulty identifying and recruiting top talent, they should seek for an ATS solution that generates dynamic job descriptions, automates pre-interview skill evaluations, and employs AI to construct a solid skills profile.
- Organizations that struggle with communication and applicant engagement during the hiring process should look for an ATS that offers additional human touchpoints and progress milestones along the candidate journey.
- An ATS can provide even more specialized capabilities, such as multiple language support for firms that hire abroad.
Investment should be proportionate to organizational competence.
Begin with a comprehensive grasp of the organization’s capabilities, as with any software or technology investment. Employers must understand their company’s desire for change and willingness to adopt new tools. They must also be strict about budgetary restrictions and understand the expected return on investment in terms of cash and time.
Learn about your IT infrastructure.
The scope of ATS options can vary. Full-service services that are more comprehensive might be fairly complex. Because most modern ATSs are not out-of-the-box solutions, it is vital to ensure that the organization has the time and IT resources to devote to a process that could take months or even years. Process implementation and integration might also extend beyond existing IT infrastructure.
The ATS may need to communicate with third-party software, which is typically crucial to the hiring process but is not included in tracking systems. Pre-employment drug screens and background checks are examples of this. Employers must understand their surroundings in order to find the best answer.
The Best Customer Service
When a recruiter first begins using an ATS, they will undoubtedly have a plethora of questions that they will want answered.
That is why it is critical that the ATS you select is capable of providing you with the greatest customer assistance, both immediate and professional.
Consider an ATS that includes built-in live chat help, as well as email and phone support. Aside from that, your ATS should be able to give you with a training program that will allow you to fully understand its functions. For example, how to configure the careers page, how to use the resume parser, and other integrations.
If you do not want the self-service option, this is an important consideration when selecting a solid ATS.
Can Be Customized & Configured To Meet Your Specific Requirements
Every recruitment agency or firm has unique requirements. As a result, select an ATS that can be tailored to your specific needs. Check to see if you can modify the user settings, add more users, update the candidate requirements, or personalize each search. The eventual winner will be an Applicant Tracking System that can be customized to make it your own!
Will Assist You in Candidate Sourcing
Consider the following scenario: your client has asked you to employ for them, but you do not have a talent pipeline in place. How do you even find candidates? This is where a good ATS comes in handy.
A strong applicant tracking system (ATS) with a good candidate sourcing feature will allow you to enrich your talent pipeline and hire for difficult-to-fill vacancies.
Try to figure out if the ATS you’ve chosen allows you to connect with applicants in a few clicks or not, and if it has all of the aggregate information on the prospective candidates. Is the search correct?
Will Ease the Management and Scheduling of Interviews
An ATS with a lot of features will make it easier to manage and schedule interviews with prospective clients. You must determine how much your ATS can genuinely automate. A good ATS will effortlessly integrate candidate interviews into everyone’s calendar. As a result, the more structured the interview, the more likely it is to receive positive real-time feedback.
When your ATS allows you to incorporate additional modest features such as interview scorecards or other ready-to-use interview kits, you will be able to provide a great applicant experience to each and every one of them.
You can provide them with an equal opportunity to shine while assuring them that they were all evaluated fairly and that no unconscious bias had occurred.
Correct Reports and Dashboards
Assume you’ve finished hiring a candidate. But at what price?
You’ll need reports and analytics in the future to make better, more informed judgments and improve your recruitment approach. Most of the time, recruiting agencies will need to consult these reports in order to obtain valuable insights and control over every aspect of their organization.
As a result, you must select an ATS that will supply them with excellent KPI reports that will benefit you in the long run.
Outstanding Customer Relationship Management
Get your hands on an ATS that will allow you to properly manage your candidates and cultivate meaningful relationships with them.
Once you’ve been able to tag, filter, or take notes on your candidate database, you’ll be able to keep yourself up to date with information on each record, explore various linked contacts and positions, and enjoy a powerful Boolean search where your candidates fit the specific requirements. If you can do this without difficulty, you’ve surely landed on the appropriate leaf.
Remember that any great CRM will assist you in contact management, lead management, document and pipeline management, and, most importantly, automation.
When dealing with data, high-level security and stability are required. Check to see if the ATS meets all of the security requirements. Always search for uptime assurances and make sure that all interactions are encrypted with SSL and passwords.
It has to be mobile-friendly.
Whether you want to hire on the go or if you have a busy schedule, your ATS should be mobile-friendly. Furthermore, 77 percent of employment applications are now submitted via mobile. As a result of candidates using their mobile devices to seek for and apply for jobs, recruiters will need to handle the recruiting process on the go. The ATS you’re considering should be flawlessly designed so that it meets the criteria for mobile-friendliness and can simply adjust to any device.
The Future Of ATS
Recruitment has changed dramatically over the years, particularly as a result of digitalization, technological breakthroughs, and artificial intelligence. The uses of ATS have progressed dramatically, from simple tools for analyzing resumes to complex software loaded with artificial intelligence and automation that can speed the hiring process!
ATS’ were previously considered exclusively by a few organizations that could withstand high investment expenditures, but their use has grown significantly over the years.
Given the global epidemic and the rise of distant employment, it is clear that digitalization of recruitment processes has become a need.
According to research, most staffing agencies throughout the world will invest in an Applicant Tracking System by the end of 2021 to boost efficiency in talent acquisition. With this, the future of ATS appears to be bright.
With constant changes in the recruitment area and increased market competition, here are some predictions for the future of Applicant Tracking Systems.
ATS Will Start To Look And Act More Like A Social Network
Applicant Tracking Systems are now at the heart of the recruiting market, thanks to advancements in the field of recruitment technology. Furthermore, they have embraced a variety of recruitment procedures and genres such as social networking and video conferencing.
With all of these improvements and innovations, it is simple for recruiters to keep current in recruitment and task management. As Applicant Tracking Systems (ATS) enter a social media phase, they will appear and behave more like social networks. As social media becomes more important in the recruitment and hiring process, a candidate’s presence in an ATS will resemble a portfolio rather than a standard ATS database.
AI has increased effectiveness.
AI is critical for increasing efficiency. An ATS that uses AI can process large data sets, assisting in the identification of talents that distinguish top performers within a company. Employers and recruiters may design more focused job listings, screen and assess abilities on a more granular level, and help address hiring process flaws by identifying the elements that drive success. Algorithm refinement will deliver a more nuanced, detailed portrayal of an ideal applicant, as well as a more tailored, frictionless experience for job seekers.
AI-powered Applicant Tracking Systems help recruiters handle time-consuming recruiting duties by providing straightforward features such as interview scheduling, intelligence assessments, and feedback systems, resulting in a significant increase to their hiring efforts.
As a result, hiring managers and recruiters may immediately identify extraordinarily qualified applicants, fill available positions more quickly, and greatly improve the whole hiring process.
A completely integrated cloud-based ecosystem
The cloud will be the future of ATS, removing the need for on-premises maintenance and management while leveraging third-party infrastructure, scalability, and security. Leading ATSs will also link with the rest of the technological stack, allowing organizations to better understand how recruiting processes affect the bottom line.
Previously, ATS’ were only available to a restricted number of people and were tied to specific platforms.
However, as modern-day technology proliferate in the hiring arena, most Applicant Tracking Systems are now cloud-based. This paves the way for greater flexibility and accessibility with virtually hosted applications. Recruiters may access recruiting solutions from any location with a consistent internet connection thanks to cloud-based technologies.
When AI and an Applicant Tracking System work together, every aspect about a candidate is automatically entered into its system. This makes it easy to identify inefficiencies in the recruitment process and pinpoints which processes need to be improved.
ATS with Emotional Intelligence
When we think of automation and artificial intelligence, we often envision a system devoid of human behavior. However, the future of an Applicant Tracking System is to use AI and technology to mimic human interactions.
Finally, technologies that are human-centric and can converse with humans on a fundamental level can aid in attracting top talent. Any effective hiring process, at its core, embodies immaculate communication and clear understanding—exactly what the future of an ATS looks like.
Mobile-first, information-rich, and quickly adaptable
A multigenerational workforce’s needs are continuously changing, and your ATS must be flexible and adaptable to fulfill those expectations. Top applicants expect seamless, fully mobile contact, and the ATS marketplace leaders are meeting them where and how they search and apply—on their phone and on the go. Job seekers also want detailed answers to a slew of pre-employment queries, prompting ATSs to become more searchable, offer live help or use bots to handle FAQs, and be adaptable to meet changing needs in real time.
A better user experience
The candidate journey will continue to be refined and optimized by ATSs. More intuitive, simpler interfaces; the ability to automatically gather information from resumes; and self-service for scheduling interviews are and will continue to be distinguishing characteristics for prospective employees. Recruiters will also benefit from a more seamless experience in all aspects of job posting and assignment management.
Increased diversity and inclusion
A diverse workforce and an inclusive culture not only improve a business, but they are also expected by both employers and candidates. An ATS will leverage data and hiring patterns to uncover and eradicate inherent bias in the hiring process, allowing firms to attract a more diverse pool of talented candidates.
How can applicants “beat” applicant tracking systems?
Applicant tracking software systems are primarily intended to assist the recruiting team in streamlining its operations. As a result, a candidate’s resume may never be seen by a person, or may only be seen for a few seconds.
Previously, applicants might use tactics such as colored paper to make their applications stand out. There are new tactics available today to try to “beat” the system and boost the chances of success in the application process.
- Make your resume relevant to the job description. It takes more effort than using a single resume for each position you apply for, but if the firm uses an ATS that ranks applicants based on keywords, your resume has a better chance of ranking high if the wording in your resume matches what the company demands.
- Avoid exaggerating the truth and using keywords in areas where you lack experience. Your resume may rise to the top of the pile, but the recruiter will see the embellishment right away.
- When employing a phrase for the first time in a resume, use both the abbreviation and the lengthy form. Recruiters are not always subject matter experts and may not be familiar with your industry’s jargon.
- Avoid utilizing graphics to transmit personal information. If the organization employs a resume parser, the content will not be read, leaving your ATS profile with blank fields.
- Make certain that your resume is stored as legible text. The simplest method is to send a Microsoft Word-compatible document or a PDF file.
- Use standard section headers that will be recognized by a resume parser. Use “Education” as a header, for example, to list the programs you’ve finished.
- Use a plain typeface, such as Arial or Times New Roman, rather than one that appears artistic but may be difficult to read by the resume parser.
- Because email correspondence is frequently automated and may appear as junk mail, keep an eye on the rubbish mailbox in your email software to guarantee you don’t miss an email.
- Correct language and punctuation, use headings, and make sure sections line up properly to make your resume look professional.
- Include a strong summary at the top of your resume that emphasizes what you provide to the organization rather than what you seek from it. If a recruiter opens your resume, this will most likely be the first item they look at.
- Keep in mind that if you are asked to answer questions when submitting your CV, some of them may be utilized as knock-out questions. This means that if you don’t supply the answers they’re looking for, you’ll be instantly rejected from the hiring process. Remember that they can see your answers, and if you stretch the truth too far to pass the questions, you may have to explain why you offered those answers in an interview.
- The ATS will keep track of all the jobs you’ve already applied for. As a result, it is preferable to concentrate on the tasks for which you are qualified. For example, if you apply for both individual contributor and director-level positions, recruiters may struggle to determine your degree of experience.
- Even if a buddy has offered to submit your CV on your behalf, apply online. Most recruiters want all resumes in the system so they can be tracked more easily. Furthermore, if you do not submit it yourself, the recruiter may enter it on your behalf and skip over information you would like to add.
- Some organizations are constantly recruiting for employment, such as those with a high turnover rate. These posts, known as evergreen, may appear on organizations’ websites even after candidates have been hired.
- Finally, keep your username and password handy in case you need to log in to update your resume or profile or apply for another employment.