The first, very basic Applicant Tracking Software was introduced in the 1990s. Since then the better internet connectivity, (particularly on mobile phones) as well as social media channels like LinkedIn have seen recruiting software continuously adapting to new scenarios. Every HR team is using some form of recruiting software or else are considering moving to one. If you want to know more about an ATS, we have got you covered.

What is Applicant Tracking Software?

An Applicant Tracking System or ATS as it is commonly known is a software that streamlines candidate recruitment. It is particularly useful if you are evaluating a large number of candidates for different job openings. What it does is it removes all the manual grunt work, allowing HR and hiring managers to focus on the actual hiring.

An ATS has numerous functions and it all depends on what the recruiting team requires. Candidate management software can post to multiple job boards and then screen candidate resumes based on the keywords needed for qualifying for an interview. Talent CRM software goes a step further. It looks for passive candidates or candidates from the company database that might suit future openings. Nurturing talent and reducing the attrition bug bear are other functions that an ATS can have. Basically, you can get as little or as much as you need.

How does an ATS work?

The recruitment software standardizes the complete recruitment cycle. It performs various functions and integrates and keeps track of all the processes. The Applicant Tracking System ATS converts your hiring from manual to a digital process. Today, most ATS are cloud-based and this means the candidate database can keep growing and remains a valuable source for future hiring. They also include Natural Language Processing which makes it easier to search this large candidate pool.

How does it do it all? Jobs are usually created in the recruitment platform and from there they can be published on job boards, LinkedIn and other social media as well as career pages. No longer do you need to visit each site individually and post the new job vacancy. This in itself cuts down on time, freeing HR teams to focus on other work.

When candidates submit their resume, they get automatically screened using key skills, job titles or any other criteria. The candidate resume is crawled for these terms and then the ATS automatically ranks and categorize applicants.  For example, if you are hiring for an Administrative Assistant position and you have received 300 applications. Your job description will include job title as well as keywords like “Payroll” or even “experience 3 years’. Resumes will be scanned for these terms bringing up the most suitable candidates. You don’t have to go through each resume and discard what you don’t find applicable. ATS does this for you, you only open the profiles that have a good score. Categorization also makes for easier retrieval at any time. All interactions with candidates are also registered in the ATS, with inbuilt emailing and texting features.

Collaborative hiring is made much easier with sharing and commenting features. The whole line of hiring is also visible, making reports a very quick process. Recruiting analytics now takes just a few minutes when you use an Applicant Tracking System. It provides detailed, exportable visual reports that make understanding the data much easier.

Why do recruiters need ATS?

Companies that hire for many jobs at a time, can receive hundreds of applications for each job. Here are a few signs that your company is ready for a good ATS.

  • You find it difficult to store information about all your candidates in an organized manner. Finding the information quickly is also a hurdle.
  • Your recruiting team is finding it hard to keep a tab on all the open positions and are using emails, calendars, internal communication tools and spreadsheets for communication and data. You have no single view.
  • Hiring managers have no visibility at which stage they are at in the hiring process. Getting them to give feedback is also time-consuming.
  • HR spends too much time in repeating the same processes such as adding Job descriptions multiple times in different job boards.
  • Once you hire a candidate, you have to again enter all the same information from a spreadsheet into your Human Resources Information System (HRIS). It would be easier if it was automatic with one click.
  • You have no data available to improve your recruiting process. This in spite of having recruited numerous candidates in the last year alone.

Looking for a recruiting software that will fit your requirements? Contact Resumemantra today to learn more about how a candidate sourcing and applicant tracking software for recruiters can improve your hiring process.