Applicant tracking systems (ATSs) manage and automate the recruitment and hiring process. They store and process resumes and other information about applicants and help recruiters and hiring managers find, rank, and contact candidates who meet the qualifications.
Applicant tracking systems didn’t start as nifty as they are today. However, they enabled HR to completely transition their strategy, recruit faster, and interview better. With advancements in technology, ATS systems have come a long way but still have some ground to cover.
The most commonly used ATSs are plagued with issues like reliance on resumes, disorganized workflows, inadequate evaluation, and a lack of expertise in operating ATSs. All of this hampers hiring managers’ ability to attract and retain the right talent. However, modern tools and plugins may make ATS what it was truly meant to be: an efficient hiring hub.
How ATS Impacts HR Processes
Applicant tracking systems can transform the HR process. All it takes is one system that’s targeted, user-friendly, and easy to use.
Many ATSs allow employers to post jobs online, search for potential candidates that apply with an ATS friendly resume, and generate long lists of qualified applicants. It also helps them filter applicants by specific criteria such as experience, location, desired salary range, etc., for more relevance.
With an ATS, HR staff can genuinely focus on being strategic in their recruitment efforts. They can automate tedious tasks like candidate screening and shortlisting, saving time for higher-value tasks like sourcing and interview prep.
The Latest Features in Modern Day ATS: Do You Need Them?
There are many features in the applicant tracking system that people may not be aware of. These features allow them to get more insights on what they are looking for, how they can improve the recruitment process, and how ATS systems can be used.
1) Screening Interviews:
An applicant tracking system makes it easier for managers to schedule interviews and share interview feedback with other stakeholders. It eliminates the need to maintain calendars or schedule interviews manually. It is a must-have to ensure you deliver a great interview experience.
2) Job Postings:
ATS systems allow managers to schedule posts and select who will see them. They also provide analytics on how many people saw the post, who applied, and who was hired from that post. These analytics help employers decide which job titles and locations attract the most applicants to strategically allocated resources. This feature could help employers refine their interview process and deliver a more refined candidate experience.
3) Applicant Tracking:
The software allows employers to know if a candidate is qualified. By screening resume keywords, ATS will enable employers to handpick resumes that match some of the keywords they are looking for. With the help of AI, this feature can be used to its full potential. Integrating AI can help eliminate errors in the ATS resume checker and help reach out to candidates who fall through the cracks due to a smart keyword screening approach.
“Let’s welcome AI replacing the mundane tasks—who wants to sit and figure out where to advertise a job opening? Or which resume is a true statistical match? AI is our friend, if we use it in such a way. But never forget that it’s people who hire people, so we’ll always need a human element in the end.”
- Arran Stewart, Co-Founder and CVO
Approach for Improving the Performance of Your Applicant Tracking System
Job-seekers are flooded with information about jobs. But unfortunately, it’s becoming harder for them to sort through the noise and find the correct position. They may be trying their best to get through to these companies by sending their resumes, but it seems like they are not getting any response.
One of the main reasons for this is the outdated applicant tracking systems (ATS). These old ATS can’t handle all the data modern job-seekers need to send to apply for a job. This software often has small file size limits and doesn’t allow applicants to upload documents in bulk.
It may seem like the system is broken, but it is probably not set up correctly to accommodate your specific needs. This article will cover how to diagnose problems with your applicant tracking system and fix them.
Ensure your applicant tracking system’s server has enough memory and processing power.
The applicant tracking system is an online application used to manage the recruiting process. It is usually integrated with other HR services like document storage, performance management,
and payroll. Ensuring that there is enough storage will keep your ATS efficient.
Design an appropriate software architecture.
A well-designed software architecture will address the needs of today without compromising the future. The right ATS should account for scalability and future needs by having an architecture to accommodate growth. For example, can your ATS adapt to an increase in applications from job seekers who don’t have ATS friendly resume? Can it handle an influx of thousands of resumes and a specific resume format?
How to Automate Pre-Screening of Applicants with an ATS
One of the critical functions of an HR department is to pre-screen job applicants by processing their resumes. The process involves several steps, such as analyzing resume keywords, screening candidates based on qualification and interest, and preparing candidates for interviews. This can be a time-consuming and laborious process for HR personnel, which is where applicant tracking systems come in.
The ATS will have a database of all the skills, qualifications, and experience required for various jobs. It can filter out those who don't meet the requirements and those who do not want to work in a specific field or location.
In recent years, machine learning and artificial intelligence in HR
have been popular topics. For example, organizations have started to use algorithms to automate the process of pre-screening applicants with software.
For instance, Air Asia, a leading airline company, used AI to power its screening process. In a month, the company was able to screen over 130,000 candidates while cutting down the time spent by recruiters by an impressive 60%.
Conclusion: Why is an Applicant Tracking System Important for Your Company?
Staying competitive in a hostile business landscape has become more challenging than ever. Many organizations understand the importance of maximizing time, resources, and cost to maintain their competitive edge. However, HR could be a significant component in helping modern businesses achieve this objective. The next step is saving costs on HR with automation
of essential processes like hiring and contacting candidates.
In addition, applicant tracking systems with AI, ML, data analytics, and automation could be the key to reducing costs and hiring smarter. Making hiring decisions no longer has to be dependent on human judgment or even a resume format. With data-backed, pattern hiring, you could well be on your way to choosing quality candidates that become ideal employees.
Frequently Asked Questions
What are the benefits of using an applicant tracking system?
Companies use applicant tracking systems to maintain and manage all the applications and resumes they receive. These systems help companies improve their efficiency and hire better-qualified candidates. It also helps improve the recruitment process by getting rid of the tedious task of sorting through resumes and sifting through applications.
What are the disadvantages to using an applicant tracking system?
There are two disadvantages to using an applicant tracking system: first, they cannot provide insight into the candidate's soft skills or interests. Second, they have trouble handling ambiguous or off-the-wall questions that may come up during the interview process.