Enhance Your Hiring Process with Applicant Tracking System
Discover Niyuk. Experience effortless screening and assessments. Book A Demo As per the latest reports in today’s corporate scenario, 93% businesses use an ATS, and the rest are still to reach for it. In this blog post, we have tried to capture the entire information as a guide regarding applicant tracking system (ATS). Let us know each and everything of this ATS and ATS software in this blog in further sections. What is an Applicant Tracking System? An ATS (applicant tracking system) is a recruitment goldmine, it takes care about handling all right from resume screening to candidate tracking. This recruitment system helps you attract top talent, assess candidates effectively, and simplify every step of the recruitment process. In the next section, we have tried to break down 5 main core functions of an applicant tracking system further here. 1. Resumes Filtering This feature is like your own personal assistant. It does the resume scanning for you, picking out the most criteria matched one – that may be skills, education, or experience. 2. Ranks Candidates An applicant tracking system ranks candidates based on their suitability with the job description, saving on time and effort for you. 3. Applicants Tracking To track the candidate in the entire hiring process, the candidate is always informed about the updated status of his interview, and he is always in the loop. 4. Improvises Collaboration Teamwork is smoother than ever. You can share notes, give feedback, and collaborate smartly with your team members. 5. Ensures Compliance This feature is for the safety, making sure that you always stay compliant with hiring laws, so that you could focus more on finding the perfect candidate. Now let us explore how this applicant tracking system really works, in the coming section. Ready to Skip Manual Screening? Niyuk ATS software brings smartness to your ATS Hiring. Book Demo Today How ATS Works? Step 1: An ATS Filters Resumes Based on Keywords In some earlier years, Recruiters has always issues. A mountain size of resumes unsuitable for the given job postings. The sifting becomes more critical for such numbers of resumes, when various job openings are there to fill up. This becomes a huge task. Before applicant tracking systems, recruiters had to physically scan each resume to see if it possesses the qualifications and experience required for a job. But such resumes full of unsuitable details and irregularities made recruiters helpless with their time wastage and efforts taken on the initial screening or shortlisting. So, it was a clueless work of hours for them! Here is the use of ATS comes in picture. Let us see what end effect it gives upon its deployment. Now, in the place of human filtering of every resume, the ATS does the heavy work. ATS filters and scans the resumes based on specific parameters such as keywords, skills, and experience. It also ranks candidates based on their matching with the job description. ATS in hiring eliminates all human guessing efforts and time wastage. Just a simplified process with some margins of error that really imitates human thought and supports recruiters find the perfect candidate each time. Step 2: ATS is Full of Challenging Questions for Easy Elimination This is the next step after filtering of many resumes. This is an optional step. In this, the recruiters either go for ATS software, or they simply skip this step. These question series can be of many types: either with answers to select by clicking on checkboxes or to select the right one multiple options by the candidates in the hiring process. This makes the sorting easy for HR recruiters, as they can select and make those candidates move further in the process, who has given correct answers to these questions. Those who have failed to give answers are easy to filter out at this stage now. This makes the further selection easier. Step 3: Applicant Tracking Systems also Scans & Sorts of Applicants In this step, Resume information parsing is done to sort and scan the candidates. Most of the ATS’ in the market have resume parsing features inbuilt. These kinds of software’s also study information in a resume but also allow recruiters to hotlist standout candidates. You can also write down short notes right on their profiles. It’s like a digital sticky note. If you want more in depth, the system enables you to configure customized keywords for scanning – i.e. educational background, specific skills, or any other criteria you feel valued. Recruiters could insist candidates for plag free, original resumes to improve the accuracy of the ATS’s parsing. This scanning and sorting feature enables you to have a quick review via resumes and line up interviews accordingly. Step 4: The ATS Tracks Candidate Journeys This is the next step after sorting of resumes. The applicant tracking software help in candidates tracking in your hiring journey via visualization format like dashboard to track them easy and fast. For example – if you are recruiting 20 candidates, your ATS will show you that- each candidate is a fresh applicant, or they are in the first or second interview stage. Even if a candidate doesn’t make the move, they will still be there in you recruiting database for future positions. Step 5: ATS Maintains Timely Communication As the hiring process is going on, you can keep everyone informed about the same. The communication between applicants, hiring managers, and your own team become a very busy task. ATS serves with comfort here. This tool does automation of your communication tasks. It makes easy to update clients about job openings or give follow-up emails to candidates. The result is a more effective communication process with less effort is required. Which Are the Misconceptions about Applicant Tracking Systems? All details about the applicant tracking system are not necessarily right. Some of them are myths. Let us discuss them here one after the other. Misconception 1: An ATS Removes Human Involvement ATS improves human interaction in the recruitment process during the entire journey. Recruitment automation enables recruiters to focus on assessing candidates’ soft skills, cultural fit check, and other human-centric factors, which would not be possible if they were mainly worked on manual sorting and tracking. Misconception 2: An ATS only Prefers Keywords An ATS considers various factors such as work experience, education, and skills, even though keywords are very important. A suitable and self-sufficient resume is more important than many keywords usage. Misconception 3: Candidates are not Treated Fairly with an ATS This is the biggest ever myth about ATS. ATS treats all resumes equally to provide the fair practice. It makes sure that each application is seen and assessed based on the same criteria, improvement for a fair and unbiased process. Misconception 4: An