How Applicant tracking System works
How applicant tracking system works? The biggest change the recruitment industry is experiencing today is an overwhelming use of Applicant Tracking System Software. Almost all the fortune 500 companies have opted for ATS and even the middle sized companies are going for it. These days’ candidates have to learn the mechanism of the ATS, if they want their resume to reach a real recruiter. So let’s find out how applicant tracking system works .
What is an ATS?
An ATS works as a software for recruiting and hiring. One of the basic jobs performed by an ATS is resume parsing. Resume parsing is one of the reasons, why ATS software is being preferred so much by the organizations. It saves them from the huge burden of going through thousands of resumes.
Hence, as most of the organizations are opting for ATS software a candidate needs to realize that his or her resume is never going directly to the HR manager. Each resume will go through the filtration of the ATS. ATS will extract the relevant information from the resume and segregate it standard categories.
Thereafter, it will save the file into the system in machine readable format. Once all the above mentioned procedures are completed then only your resume might reach to an HR depending on the ranking it received. Your resume ranking depends on the algorithm of the Applicant Tracking System.
Employers prefer ATS
Any big or even mid-sized organizations have hundreds of jobs at a time and they receive almost thousands of resumes for each and every vacancy. When it was done manually it use to took several days to complete a recruitment process. Whereas with the use of ATS 95% of the hard work can be avoided as it filters out all the relevant resumes at once.
ATS stores and maintains all the records in a centralized database which maintains data hygiene. It helps the recruiters and the managers in staying organized and maintains the compliance with rules and regulations. An ATS also saves time by instantly filtering out the best and the most relevant candidate profiles.
ATS is taking over recruitment
According to the survey all fortune 1000 and 500 companies are using various Applicant tracking Systems for their recruitment needs. There are a number of ATS systems in the market with their features, lags and specialties. But a good ATS will have a cloud based system with a centralized database. It will need to have a good operating platform to work efficiently. Moreover it has to be accompanied by some extra features such as CRM, VMS, filtered search etc. to perform at the optimum standards.
How ATS functions
ATS collects and stores the candidate profile in a centralized database which professionals can access. The databases works with various social platforms and job portals to cross check the records and maintain a huge talent pool. The information in an ATS software can be stored even if the HR’s are searching for relevant profile and someone is not actually looking for the job at that point of time. It also helps further in background check.
Some recruiters still prefer to go through each and every resume so that no top talent goes unnoticed. In such scenarios also, an ATS software comes handy as a recruiter can go through all the information, once they have been presented in a systematic format. This helps more, in instantly reading out some key features of the resumes and then evaluate that does it deserve further attention. Hence, from candidate’s point of view one should be crystal clear about mentioning the keywords and there should not be any ambiguity.
ATS these days have become smart enough to compare the candidate’s profile with the job description. It will evaluate that how well your resume information is in line with the job description and will provide rankings on its basis. It eases the burden of the recruiters as they can focus on the best matches and spare themselves from going through the whole lot.
An ATS concentrates mainly on the keywords entered by the recruiter when searching for relevant profiles. Usually a search contains multiple relevant keywords. It makes a recruiter’s job much easier and uplifts the quality of the recruitment as they can concentrate on researching the profiles. From a candidate’s point of view, they should research and include all the relevant keywords in the resume to perform well with an ATS.
Resume formats were also becoming a problem in manual recruiting as every candidate was coming with different formats and designs. First of all, many of the resumes looked much flashy rather than professional. Secondly finding the relevant information through various formats was becoming tedious and time taking. Hence, an ATS turns every resume in a machine readable document by segregating the information in a streamlined way.
Due to the volumes of resume, these days most of the recruiters never get your original resume, rather they get the machine version. This is an avenue, where your ATS needs to be really a functioning one. If your ATS algorithm is not equipped to go through complex information or not backed by a strong CRM operating system such as, Salesforce, Microsoft dynamics, Sap etc., then the results produced by ATS might miss some of the crucial profiles.
Viability of an ATS
While obsolete frameworks are still being used at some substantial organizations, we are seeing new ATS being created for the cutting edge technological companies. As managers battle for the best Profiles, interaction with candidate is gaining more importance. With the introduction of AI in the recruitment software the automation and the ranking system is here to stay and are just becoming more complex. So to go ahead in the current market an ATS software optimized resume is a necessity.
ATS in 2021: Expectations and Recommendations
An Applicant Tracking System (ATS) is much more than just a tracking and sourcing software. An ATS can streamline the hiring process, attract the top talent and instill automation in the hiring process. The demand for ATS software is steadily growing and last year its global market revenue was approximately 19 million and has been predicted to reach 36 million by 2025.
Last year the most used ATS software features were social recruiting, automated interview scheduling and bulk communication and profile segregation. So what are going to be the most used and expected features of a competent online ATS in 2021? Let’s take a look.
Small and mid-sized businesses will expect the ATS to be all in one, easy to use, automated and affordable i.e. a perfect blend of ATS, VMS and CRM.
Big businesses are expected to continue the usage of the ATS at a steady rate, but the small and the middle sized companies will like to have a software which has all in one capability. Apart from performing the recruitment, it should also be able to perform the staffing and CRM capabilities.
It will become much more affordable if an ATS can perform the CRM, Staffing and VMS capabilities as the money spent on those processes will be saved and it will bring a streamlined and organized approach to every department, which will also save a lot of money, which gets wasted because of haywire management.
Large companies in 2021 might look for more enterprise level services such as HRIS, HRMS, and talent management functions within ATS software with more utility and options. But the small and mid-sized companies will look forward to an ATS software which will have all the necessary tools to manage various modes of recruitment from start to finish. It will save a lot of expenditure for the small and the middle sized companies as it will help in managing all the processes through single software.
An all in one, ease to use and automated ATS software also resolves the unnecessary complexities and expenses in the processes. Moreover small and the middle sized companies will also like to bring the VMS under the ATS as it will ease the transactions. So in short 2019 will be the year of an ATS which has the perfect blend of ATS, VMS and CRM.
Experienced recruiters will look for an ATS with smarter CRM capabilities
Post recruitment, the biggest problem faced by a recruiter is the performance of the employee in the new job role. It becomes a bigger problem if they have recently started hiring qualified people for important positions. Finding the right candidate will need much more utility and flexibility within your ATS. It will have to be based on a software platform which has some of the best CRM capabilities, such as, Salesforce, HubSpot, Fresh sales, etc.
Moreover, an ATS needs a good CRM as the profiles are stored in a CRM format. The amount of efficiency a CRM platform shows in functionality and the search feature is responsible for the quality of talent recruited as the amount of sourcing improves. An effective CRM system will help in maintaining an extensive talent pool.
Video SMS is the next best thing
Video messaging and voice controls have been introduced in recruitment software and can be the next best thing. Rather than sending an email, you can send a video message to the candidates. You can also perform the search through voice instructions into a CRM.
Some ATS are developing features with video messaging and voice mails. Some ATS even have been functioning with such features. But the feasibility of the proper functioning is still to be proven. Still, if it functions properly then it could really act as a google assistant
Operational excellence is more important than innovation
The ATS software development has reached a stage where it has achieved some of the best possible scenarios of human interaction. Now there are very few scopes of innovation. So in 2021, we will look forward to development in the operational parts of the Applicant Tracking System software. Companies will like to see more operational efficiency in VMS modules, easier implementation of automation, hassle frees scheduling, real-time updates, data in the much more segregated way and much more.
Building Talent Pipeline
These days’ companies are focusing more on building a talent pipeline prior to recruitment. They are looking for a readily available talent database at any given point. In 2021 the companies will be more focused on automated screening, instant sourcing, prior campaigning, and recruitment marketing.