@jauhar123 | Posted 25 Sep. 2019
Hiring is a stressful, time-consuming task that can swallow up whole workdays. The amount of research, planning and interviewing it requires can be taxing.
Applicant tracking system (ATS) alleviate the time required to carefully examine resumes by sorting the best resumes and letting you know which ones aren't worth your time. These solutions are a type of specialized recruiting software that organizes candidates and keeps a profile on them.
Common mistakes that employers look for cover letters and resumes are spelling and grammar mistakes. If you're an employer who thinks these errors reflect poorly on candidates, the ATS can identify and categorize applications as such, letting you know immediately what applications have errors.
It's important you set up your ATS system filters to get as many qualified candidates as possible. Note too that ATS solutions are designed to support and streamline the applicant screening process – they're not a replacement for due diligence and ensuring you follow good and ethical hiring practices.
ATS solutions have added several new capabilities as the hiring process has changed over the years. Social media has become an important factor that employers look at, and now many ATS solutions integrate with social media platforms, the most common being LinkedIn, which has partnerships with several major ATS providers.
Many Applicant tracking system solutions also offer helpful reporting tools designed to help you make better recruiting decisions. Collecting certain pieces of information, like finding out where an applicant heard about the job, can give you insight into your recruiting process.
Other features you should look for in an ATS solution include:
Collaboration features that allow team members to leave feedback and comments on applications
A comprehensive history that notifies you if a rejected candidate applies again
An interface that allows you to easily view applicants for multiple job listings
Scheduling features to set up and organize interviews
The ability to organize applicants by position in the hiring process, such as phone screening, interview and follow-ups