The hiring process is made simpler for recruiters, hiring managers, and HR departments by an applicant tracking system (ATS). It’s one of the most in-demand tools in the recruiting tech stack, helping employers sift and sort through tens of thousands of CVs to find the one suitable applicant for a position that needs to be filled. It further suggests that job candidates need to go above and beyond and optimise their CVs to make them ats friendly to secure a job interview.
What is an applicant tracking system?
Employers and recruiters collect, sort, scan, and rank the job applications they get for their available positions using a type of resume scanning software called an applicant tracking system, or ats for short. Large businesses that get used to handling several thousand incoming job applications each week were the original users of the applicant tracking system. However, what first served as a hiring solution for large companies has transformed into a representative tool for companies of all sizes and types.
The procedure for using an applicant tracking system:
An ATS aids a company in managing every stage of the hiring procedure, from creating the job advertisement to extending an offer of employment. To speed up job posts, arrange applications, and enable candidates to construct profiles, this integration with important job boards helps. The candidate’s environment gets monitored by the ats at all times. A typical recruitment procedure includes the steps listed below:
- The system generates and, if required, approves the task request.
- The position gets advertised in one or more places, including among employees, on the company website, and outside job sites.
- Candidates submit their applications via the firm website or on the job board if such an option is available. They could enquire about their credentials for the position, such as their education and work experience. Some software programs allow for the automatic rejection of applicants based on their responses to questions.
- The ATS may scan resumes and rank new applications as they are submitted.
- The recruiter reviews the applicants in the system and decides which ones to pursue further. An automated email rejection may send to unsuccessful candidates.
- Interviews with the hiring manager, recruiter, and other parties may conduct as needed. After each interview, notes can add to the applicant tracking system (ATS) for future use.
- The recruiter will use the applicant tracking system (ATS) to send the offer to the chosen prospect.
- The candidate is “hired” into the HR system if they accept the offer. The newly hired employee gets then given access to the onboarding features of the ATS or HR system, where they can read and digitally sign policies, finish online forms, and discover more about the company.
Benefits of using an ATS:
- Accelerate the hiring process
- Increase the calibre of hire
- Increase the candidate experience
- less expensive per hire
- Encourage teamwork in hiring
- Refine recruiting analytics to strengthen the employer’s brand
- Help in recruiting candidates
- Easy scheduling of interviews
- Posting jobs with just one click to several job boards
- Shorter time to fill
- Reduce prejudice