ATS or Applicant tracking system has been a booming term among recruiters, what exactly is ATS and why is it getting so much attention?
- Hiring Need Identification: Before you can bring your hiring needs out into the open, you must figure out where the vacancy lies within your organization.
- Job Description Creation.
- Talent Attraction.
- Reference Checking.
- Background Checks and Screening.
- Offer Management.
- Analyzing and Improving
Going through each of these steps can sound simple and maybe even fun but a lot of it can get monotonous and tedious. The applicant tracking system helps us automate and filter out a lot of these steps.
Job seekers who submit their resume and job application through an online form are basically interacting with an ATS.
Why use ATS?
The relative ease in submitting an online job application has created a challenge for hiring managers. Online job postings can extract hundreds of applications, many of which come from underqualified job seekers who figured “it was worth a try.” Instead of sorting through a stack of paper resumes or crowded email inboxes, recruiters and hiring managers use ATS to keep themselves organized and efficient. This solution is especially critical for larger companies that are hiring for multiple positions and departments simultaneously.
It also helps them keep all the applicant information in one place where the recruiters can access and refer to the same at any given time. It also smoothens the whole recruitment process and ensures that the process flow is not disturbed in any way.
ATS is not just a passing trend
During the Great Recession, employers were flooded with applications and wanted features that filtered out unqualified candidates. This resulted in many of the bloated application processes which thankfully is a lot easier to deal with ATS in place.
ATS is helping recruiters maintain quality in their hirings and helping them get faster results.
Remember the old times when you applied for a job by dropping in your resume and you kept waiting for a phone call or an email for days and weeks?
With ATS, however, that is eliminated and the recruiters can reach out to the candidate within a couple of days of receiving the application which is relatively very fast, making their job simpler.
Next-generation systems can also be set up to send e-mail alerts to hiring teams. The messages can apprise them of tasks to be completed, such as scheduling interviews, filling out candidate scorecards or approving job offers.
ATS providers distinguish themselves with such automation, particularly on the candidate experience front, and many of today’s systems can be tailored to support unique recruiting workflows or changes in hiring processes. That flexibility comes in handy for companies which have diverse business units for manufacturing, distribution and retail.
Candidates and recruiters may not love applicant tracking systems just yet, but these platforms are clearly moving in the right direction. They are evolving into more user-friendly, versatile tools capable of supporting advanced components of talent acquisition. So, while a black cloud may still hover, beams of sunlight are shining through.
Interesting Related Article: “Screening social media accounts alienates job applicants“