An applicant tracking system can do more than you think. Recruiters no longer have to handle everything manually. Recruiting is now made easier and faster with tools that automate all the tedious tasks.
As a cloud-based solution, it stores and saves all data from the very beginning. I don’t care if it’s an applicant profile, an application status, or an email thread. As long as it’s in the cloud, my team can access it from any computer.
On the surface, this might seem unappealing. Your candidate won’t be recalled until a new job opening arises. Or, you may need to go back and review certain emails with candidates.
When your company grows, you’ll appreciate applicant tracking systems. You’ll be dealing with an increasing number of profiles and information. An ATS can help you handle the workload.
This article discusses best practices for applicant tracking systems. Here’s what you need to do to make your hiring process more efficient without becoming overwhelmed.
What are the differences between an ATS and a CRM?
Through an applicant tracking system (ATS), candidates are tracked through the entire application process. From the moment a recruiter posts a job on a job board to the time a candidate receives an offer letter. An ATS helps streamline the hiring process.
ATSs do everything from posting openings, scheduling interviews, screening applicants, and onboarding new hires, all automated. Recruitment managers, hiring managers, and candidates are able to communicate using an applicant tracking system. A workflow tool is referred to as an interviewing tool because it facilitates the interviewing process.
Additionally to employee relationship management (ERM) software, CRM software aids in the hiring process. The CRM can help recruiters find the talent they need, just like they do with an applicant tracking system. CRMs, on the other hand, is design to nurture and guide passive and active talent through the recruiting funnel.
By automating email marketing, organizing recruiting events, and creating job recommendation portals, a CRM assists you in keeping in touch with your current and future candidates. Recruiters can use it to manage their relationships and capture all the information they need to maximize their strategic hiring efforts.
All recruitment processes are accelerated
The advantage of having all the applicant’s information centralized and organized in a single platform enables recruiters to access a more comprehensive overview of the hiring process more quickly.
All of the steps involved in selecting appropriate applicants, scheduling interviews, and hiring the right person for the job fall into place at a pace that accelerates the process as soon as the ATS is up and running.
A system that has automated contact capabilities also improves the recruiting process, allowing you to follow up with candidates and transfer them.
An accurate and quick search for candidates
In order to manage your applicant funnel effectively, you will need to be able to search, screen, and filter the large number of incoming applications that your company receives quickly and easily.
Many applicant tracking systems do not have adequate capabilities for this purpose. Ideally, applicant tracking systems should provide fast and easy searches with results displayed in a logical manner that is easy to understand. A good applicant tracking system has excellent resume parsing capabilities, which facilitates easy and accurate searching of resumes. Make sure that the ATS you choose will allow you to drill down into your candidate database, as well as find the candidates you are searching for using keywords and other criteria before choosing it.
Keeping in touch with each applicant
It is a common misconception that an ATS will reduce the human component of the hiring process. However, it can actually enable the hiring manager to get to know each applicant individually. The majority of systems send the applicants automatic thank you emails once they apply. So automated follow-ups soon afterward add the personal touch that was lacking before. Whether applicants are hired or not, showing courtesy to applicants helps your organization establish a positive image as one that respects and politely treats potential employees.
A guide to best practices for ATS
With more people using the ATS, you’ll have more accurate data and a better candidate experience. Help people understand that all information, feedback, and communications about candidates should remain in the ATS.
Make sure you take the time at the beginning of the process and work with your provider to get everything set up exactly how you need it. You need to make sure that your system is tailored to your organization’s needs since most systems have some form of customization.
The time factor for onboarding. In the event that you decide to purchase an ATS, the implementation or switchover (if you’re moving) will likely take between two and six weeks. Depending on each provider, you’ll find that you’ll need to get started earlier rather than when you’re ready to hire.
Make use of templates and automation. A modern applicant tracking system allows you to send candidates templates. For example, when they apply, if you need to send them more information, or after the candidate is rejecting. Similarly, you can set up automatic email sending from your inbox or from a generic inbox.
Build a positive work environment
A company that is known for its ability to attract and retain talent is a successful recruitment practice in and of itself. Similar to a diversified workforce that attracts talent a dynamic and cheerful workforce can also attract top talent.
The internet has never been more accessible for candidates to research your company and get a sense of what it would be like to work there. Promoting an exciting company culture online is a highly effective recruitment method.
Keep in mind, that it’s about the people
In the end, your applicant tracking system has the potential to help or hurt your employer branding and recruitment advertising. Even though your system has more than just a few aspects that can be optimize for this purpose. The most important thing is not to get blind by technology. It is ultimately about building relationships with people that talent acquisition is all about. There is no point in having the coolest ATS in the world if it doesn’t satisfy the human beings who want to work for your company.