Applicant tracking systems (ATS) have often been shunned by both recruiters and applicants for many reasons. For applicants, the systems were once time consuming and cumbersome, requiring all kinds of information that meant a lot of time in front of the computer, typing.
For recruiters, the systems screened resumes but sometimes missed key data that led them to reject quality applicants. They were quick, but not nimble. And they still required follow-up from recruiters or hiring managers after the screening process was complete.
The Advent of Modern Applicant Tracking
Applicant tracking systems have changed in recent years, and those changes have made the systems worthwhile for both applicants and recruiters. Most of today’s ATS systems include the following capabilities:
Mobile-friendly interface: Many candidates now prefer to apply on mobile devices (smartphones and tablets), which means having a mobile version of ATS will encourage more applicants to apply and fewer to abandon the application in the middle of the process.
Shorter initial application process: Applicants start to drop off when applications take more than 15 minutes, so many companies have decided to shorten their initial applications and collect additional information as the process moves forward.
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Improved automated feedback and access: Modern ATS systems will keep candidates updated as they move through the process with automatic updates and web-based interfaces that give applicants ways to track their status in real time.
Job board integration: ATS integration with job boards is not universal yet, but some ATS solutions are developing relationships with job boards to allow them to access more sources of talent, especially global talent in emerging markets that can be difficult to source in other ways.
Data collection: Applicant tracking systems can provide analytics to see things like drop-off rates, time to apply, and time for each stage of the process. The data gathered helps recruiters tweak the system and develop better approaches to recruiting.
Increased focus on (top) talent acquisition: Applicant tracking systems used to be mainly for weeding out applicants, but top talent sometimes would not play the game and just took their skills elsewhere. A modern ATS will often have a talent acquisition side built into the system, with the ability to do recruitment marketing, sourcing, and onboarding all in the same system. Social media can also be integrated into the system to make use of talent sourced there.
With all these improvements, using an ATS just makes sense for both HR managers/recruiters and candidates alike. Applicant tracking software designers have paid attention and created systems that benefit both candidates and the hiring team, leading to both being more willing to take advantage of improved systems that are easier to use and more effective.
ThriveTRM has the capability of a modern ATS to streamline your company’s recruiting efforts while making them even more effective. Schedule a demo to see what ThriveTRM can do to improve your company’s recruiting efforts.