Recruiters can use an ATS to leverage automated and Boolean search tools, scanning resumes for specific keywords or data points (such as education, experience, and skills). This dramatically reduces time spent manually parsing through candidate submissions.
Before buying an ATS, consider what recruitment goals and processes you want to automate. List the core benefits you want your platform to offer and measure those against the cost.
Automate Your Process
An ATS functions like a control room for the entire recruitment process, making it possible to speed up large parts of your hiring timeline. With resume screening, job board posting, candidate communication, talent pipeline building, and compliance-checking features, a recruiting ATS will help you streamline your recruitment processes and reduce your average hiring time.
When it comes to a top candidate’s experience, small things matter. Candidates still waiting to hear back after an interview or receiving a rushed reply are less likely to be interested in your organization. Luckily, ATS tools allow you to automate short messages that keep candidates informed while allowing easy personalisation.
In addition, using an ATS with pre-screening questions can eliminate unconscious bias when evaluating candidates and deciding who to interview. This will make your team’s decision-making more fair and equitable.
Save Time
Spending time typing out individual emails for each candidate can add up quickly. The right ATS can make creating and sending multiple messages to candidates easier, allowing recruiters to save time by automating repetitive tasks.
Additionally, ATS can keep CVs and applications on file for future use, saving teams from discarding candidates who may not be the perfect fit for a current role. This feature reduces the time spent finding new hires and allows recruiters to focus on their core responsibilities.
ATS can also be integrated with tools that promote time and money savings for recruiting, such as background checks and skills testing. These integrations will make your team even more efficient and productive, boosting the bottom line. This will give your company a competitive advantage in the hiring market.
Collaborate With Your Team
Keeping your recruiters and hiring managers on the same page is vital. Having an ATS that offers multiple ways to communicate with each other helps ensure all hiring goals are aligned.
Having a clear communication process with candidates is also important. Having an ATS that streamlines the application process and provides clear updates to applicants throughout the process can help keep candidates engaged.
Finally, a top ATS will offer analytics tools that help you track your progress and tweak your recruiting strategy when needed. This can help improve your outcomes even if you need a dedicated talent team. Ultimately, it’s all about bringing on the best candidate for your company’s needs. Having an ATS that allows you to move quickly from interview to offer will help prevent losing your top choice.
Automate Communication With Candidates
Recruiters need to be able to communicate quickly and easily with candidates to keep them engaged. ATS systems that send automated emails upon applications, rejections, and interview scheduling can help keep your team organized.
However, it is important to remember that recruiters and hiring managers are still responsible for reviewing candidate applications, assessing their merits, and selecting the best fit. While an ATS can streamline some aspects of the process with pipeline overviews and resume parsing, it cannot replace the critical decision-making capabilities of your recruiters.
It is also essential to follow up with candidates, especially after interviews. If a recruiter goes radio silent at this stage, it can derail the candidate’s interest and increase their risk of accepting another job offer.
Boost Candidate Engagement
Recruiters can use their ATS to automate tasks and streamline recruitment, but it’s also important to focus on candidate engagement. Providing an excellent applicant experience will increase the likelihood of candidates applying again or referring friends and colleagues.
To boost engagement, make the application process easy by providing clear communication and a user-friendly design. It’s also important to be consistent with your messaging throughout the recruitment cycle and provide timely feedback.
Additionally, encourage applicants to engage with your brand by highlighting your employee value proposition (EVP) in job advertisements and career pages. This will help you stand out against competitors and attract the best talent to your organization. For example, you can highlight benefits such as work-life balance, career development, and company culture to attract candidates.
