Are You Getting the Most From Your Applicant Tracking System?

downloadToday, an average job posting receives more than 200 applications. The new realities of hiring mean that it is no longer practical for a single recruiter or even team of recruiters to keep pace with the simply massive volume of candidates which they will inevitably receive.  Because of this, applicant tracking systems have become a critical tool for reducing the workload of the recruitment process, by allowing easy management of job postings, resumes, applicants, and interviews, an applicant tracking system can substantially reduce the number of hours required by the HR team. And the data is showing that applicant tracking systems are extremely effective, 20% of companies using an ATS have reduced their time to hire. But the bad news is that not all applicant tracking systems are made equal, only 5% of potential hirees rate their candidate experience as an excellent one. However, there are ways you can ensure that your ATS not only maximises your hiring potential, but also leaves candidates with a smile on their face – whether or not they were hired.

  1. Figure out what you want from your ATS: The key to a well implemented ATS is implementing it knowing exactly what you want to achieve. That is, you have to know what is it imperative your HRMS do in order for it to compliment your current processes. Once you’ve identified what your ATS must do in order to be effective, define the additional functionalities and capabilities you would like from your solution.
  2. Don’t do it on your own: This really is one of the most important tips on this list. When selecting an ATS solution for your business, don’t neglect to consult key stakeholders within the business. Each department will likely have different requirements for an ATS, and neglecting the needs of one or more of these departments can cause major problems down the line. By consulting with stakeholders often and early, the ATS solution that best fits your business can help be brought to life.
  3. Go social: Looking at recent trends in hiring, it’s not difficult to see that the recruiting landscape has changed significantly in the last few years. A key consideration that should be made before any ATS solution is selected is how the chosen solution will integrate with social media. Particularly LinkedIn, but also Facebook and Twitter have become integral tools in any recruiter’s arsenal. 93% of hiring managers review potential candidates Facebook profiles before they hire, so ATS systems need to have mechanisms to assist this process.
  4. Review and optimize: No hiring season takes place without flaws, and this will be true whether an ATS solution is part of your hiring process or not. At the culmination of your hiring season, evaluate the role your ATS solution played in your hiring process. Review the procedures for operating the solution and contact key stakeholders for feedback on the process. With results in hand, figure out how the ATS can be optimized to produce better results in time for your next hiring season.

No matter the size of your company, a well-implemented ATS is the key to recruitment success. By following the best practices of ATS deployment you can automate and optimise your recruitment processes, so you can use your valuable time for the more important things, and safeguard your ability to engage with and recruit the top talent.

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