“Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy, Former COO of General Electric.
Recruiting can be a tiresome process as a person has to recruit a candidate who is suitable for the given role. In today’s era, recruitment is one of the most important processes in any form of business. Whether it’s a small business or a large one, hiring the correct talent which is suitable for the role is one of the most important parts. It is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It involves the process of identifying, attracting, interviewing, selecting, hiring, and onboarding employees. To be specific it inherits everything from the beginning i.e. identifying the need for staffing to the end or in simple words, hiring an appropriate candidate for the role.
To make recruitment easy, the Applicant Tracking System (ATS) was introduced in the market during the 90s. Before this system was introduced, the recruiters used to analyze the candidate’s applicants that they received by themselves, and their applications used to be like a stacked up in piles on their desks. But then things improved, technology improved and the internet took over the world. Applications moved quickly from paper submissions to email and online portals. To help hiring managers maintain the surge in applications, Applicant Tracking Systems were introduced. But still, not everyone in the world is aware of what exactly an ATS is, so I’ll just clear that out.
What is the Applicant tracking system (ATS)?
Many of us are aware of what ATS is but there are a few people who aren’t. ATS or applicant tracking system is a software that allows the computerized administration of recruitment and hiring demands. It is a tool for recruiters in the Human Resource departments of companies as well as external recruiters. This software manages the process of recruitment by gathering and organizing the candidate’s information and providing an initial screening of all incoming applications, allowing recruiters to optimize their activity by focusing only on the profiles that best match the requirements. Businesses can automate areas of the recruiting process to improve the efficiency of recruiters and hiring managers. It is built to help you better manage every stage in the recruiting process, from application to hire, while delivering greater overall efficiency. It is s very similar to customer relationship management (CRM) systems, but are designed for recruitment tracking purposes.
Why Should an Applicant Tracking System Be Your Next Purchase in HR Technology?
There are several reasons why this software should be your next purchase in HR Technology. Recruitment is a complex process that demands a lot in terms of knowing where candidates are in the selection process and narrowing the field. It requires juggling a lot of moving parts which include managing job boards, career sites, and resume databases. It demands time and can build holes that cause you to miss out on prime applicants.
The trend of utilizing an ATS in the recruitment process is increasing day by day. Many businesses take an unsystematic approach to recruitment, using a variety of platforms to address the needs of the hiring process at each stage. Using various tools to manage the multiple steps of the recruitment process can be frustrating and time-consuming. An ATS can link a group of talents into a singular, searchable database, which lets you locate past candidates, talent network members, and resume database members with an individual search. With growing demand and alliance with other platforms, ATS is evolving to facilitate all businesses, regardless of their size.
By searching suitable keywords from a large pool of talent, an ATS inspires applicants to examine their resumes to ensure that they are recognized for the position which suits their talents. The use of connotative search technology ensures that you’re only getting the most appropriate candidates. Some ATS provides job distribution feature which allows you to automatically post the position you’re looking to fill to job boards best suited to the nature of the job and the kind of candidate your seeking.
Saves time and money
An ATS automates the processes of delegating tasks, management of emails as well as social sharing, apart from screening resumes which save time, money and energy assessing unqualified resumes which can be invested on other tasks.
Having worked in a staffing company, this is one of the most important reasons for using an ATS. Any organizational recruitment strategy is to build a pool of potential candidates for future openings. It is essential to any effective recruitment strategy. Maybe the candidates weren’t right for a position offered previously, but prior job applicants may be the perfect fit next time, or the time after that and so the promising candidates from past competitions are automatically subscribed to all future job postings. This feature helps you maintain a connection with the candidates and are instantly subscribed to receive email alerts of new opportunities that will benefit your company.
An ATS can help you to reduce and correct docility issues especially in regards to employment discrimination claims. ATS helps you stay ahead of the regulatory curve. It provides a framework for every aspect of the recruitment process, from standardized interview questions and concise reasons for not choosing any given candidate, eliminating the potential for miscommunication.
“Recruitment IS marketing. If you’re a recruiter nowadays and you don’t see yourself as a marketer, you’re in the wrong profession.” – Matthew Jeffrey, Global head of sourcing and employment brand at SAP