Many organizations use an Applicant Tracking System, or ATS, to assess, filter, and catalogue job candidates. In fact, an ATS is typically one of the largest budget items for a human resources department. Unfortunately, most companies are not getting their money’s worth.
Why not? Because they’re not using their ATS as a secret weapon when it comes to recruiting.
Why companies miss the boat with their ATS
As most employers know, an ATS is the software that helps manage job applicants. It’s similar to a company’s Customer Relationship Management, or CRM system, except it focuses on candidates rather than customers. An ATS creates a database of applicants that expedites searches for qualified candidates, and it can be automated to further accelerate the process of identifying potential matches for a job opening.
Not all hiring managers, however, are optimizing the use of their ATS. They may not have been trained properly, or perhaps they don’t recognize its full value, but an ATS is actually a tool that should enhance the process of recruiting and onboarding top talent.
How an ATS improves the candidate experience
When used to its full capacity, an ATS should drive responsiveness and consistency, which go a long way toward enriching the candidate experience – a key component in an uber-competitive recruiting environment.
A finely tuned ATS can be automated to respond quickly to every candidate that applies. Given that applicants become frustrated when their resumes go into a “black hole,” with no response from an employer, it’s a huge advantage to maintain the lines of communication with those who’ve shown enough interest to apply.
And, when your ATS identifies a candidate that appears to match the skills and qualifications of a position, and rapidly reaches out to acknowledge their application and direct them to next steps, that could make a significant difference in their interest in a role and an organization.
An ATS can also tap into non-candidates
What if an applicant doesn’t seem to be the right fit? Rather than ignoring them, an ATS can be programmed to add them to your talent network, in case they may be qualified for future opportunities. It can also tap into them as valuable sources of referrals for an employer’s current and future job openings. The bottom line is that nearly every candidate offers some potential, and an efficient ATS can help take advantage of that.
Keep in mind, every applicant represents someone who was interested enough in your brand to submit an application and resume. That’s incredibly valuable, and you don’t want to lose that connection. Keeping them engaged builds your talent pipeline and may pay dividends down the road.
Alaant’s experts are well-versed in helping companies make the most of their ATS. We have years of experience training HR professionals to generate maximum impact; we’ve also worked within a client’s ATS to provide support, improve workflow, and kick-start recruiting. Can we help your company harness the power of its ATS? Contact us today and let’s get the conversation started!
