The recruitment applicant tracking system (ATS) is a useful tool for recruiters to be more efficient and productive in their hiring process. Through its multiple features and functionalities, it allows them to get better candidates faster and optimize their procedures to the fullest.
In this article, learn everything there is to know about this recruitment software. From its definition down to its application, we’ll take you through each section one by one.
- – Beginner’s Guide to Recruitment ATS
- – The Business Impact of Recruitment ATS on the Hiring Process
- – Top 7 Features of a Recruitment ATS that We Love
- – 7 Must-Have Recruitment ATS Features for Recruitment Agencies
- – Promoting Diversity and Inclusion through Your Recruitment ATS
- – The Role of AI in Recruitment ATS
- – 6 Best Strategies for Remote Hiring Using Recruitment ATS
- – 4 Ways to Create a Great Career Page using Recruitment ATS
- – 6 Ways to Create a Killer Job Description for Recruitment ATS
- – 5 Best Practices for Recruitment ATS
- – How to use your recruitment ATS to receive more and better candidates
What does ATS mean in Recruitment?
First and foremost, you have to note that there is a lot of meaning to the acronym “ATS”. However, in recruitment, it only means “Applicant Tracking System”.
The Applicant Tracking System or ATS (or sometimes called Applicant Tracking Software) is every recruiter’s saving grace which they use to be more efficient and to generate better output.
In essence, it sources candidates across multiple channels. And then, it funnels all incoming applications into a centralized platform, which is the ATS itself. Aside from managing and tracking candidates, it also provides an all-in-one solution through a variety of features and tools.
This streamlines the entire recruitment process since all the data and processes are conveniently in one place. This saves valuable time and effort and, at the same time, allows you to focus on other equally important tasks at hand, too.
Business Impacts of Recruitment ATS
This overall efficiency translates into numbers, too. According to Gartner, 78% of recruiters who use a recruitment ATS saw improvement in their process.
This is nice to know given that, as businesses, it’s always important to back up data with concrete figures. Here are reasons why it has such a high impact on the company:
The applicant tracking software leads you to quality candidates better and faster
That is the main focus of any recruitment ATS: to lead you to top talents in no time. However, not just any talent, but quality ones. With the option to source candidates on multiple channels conveniently, recruiters can gather applications easily.
Manatal allows you to post on premium job boards (LinkedIn, Glassdoor, etc.) when you subscribe. This is a must-have. A lot of people refer to this kind of site for job hunting. This is alongside social media and career pages.
It gives higher ROI
Businesses are all about numbers. Don’t just focus on the HR, marketing, or other fronts of the organization. Looking at finances is an obligation, too! Whatever action you take must increase your revenue.
Using an ATS can bring higher ROI. How? You could bring in great and trusted employees. Your staff is key to a successful business. You have to choose carefully who to onboard and take care of them.
Recruitment ATS helps the employer in the decision-making processes
Manatal has the AI-powered capability to screen candidates and score them through job matches. After that, it automatically shows you recommendations on jobs.
This helps you save screening hours. And, it displays a good and accurate sign that this person is worth hiring!
Some advanced cloud-based ATS perpetuate sustainability
One of the many benefits that many people overlook is the cloud-based feature. It’s very essential for sustainability. Especially if you’re growing or if you want to grow as a business.
Eventually, there will come a time where you will be flooded with information, resumes, and more. With a good ATS like Manatal, all these will be stored online safely on the cloud. You have access to this anytime and anywhere in case you need to backtrack certain things.
Here’s a scenario: you are looking for a market research specialist. You can source for new candidates, but your purple squirrel might already be in your database talent pool. You simply have to look it up, and there you have it! You have a list of prospects that can fill the vacancy.
This will yield faster recruitment processes. You already have what you need under your fingertips. Their CV, availability, salary expectations, skills, and even comments from hiring managers. You just need to contact them!
And, in the recruitment world, if you are fast, it means you get to reach top talents quicker than your competitors! The early bird catches the worm as they say.
Provides comprehensive reports to propel company hiring strategy
Last but not least, it helps you modify your future hiring strategies carefully. You can expect that software like Manatal provides in-depth reports and analytics to keep track of your KPIs.
Why is this helpful to know? First, it helps you predict hiring trends. And second, it shows you what is effective and what is not.
Top 7 Features of Recruitment ATS
Convinced yet? If that’s the effect that it has on the company, it’s no wonder that a lot of HR professionals are using an ATS.
However, did you know that there is a lot of recruiting software in the market? That’s right! Not all of them are the same. That is why it’s crucial to look at their unique selling proposition or USPs.
That makes it imperative for you and your hiring team to pick one that allows you to function effectively and efficiently without compromising anything.
In case you need a clearer picture of what you should and can expect from a recruitment ATS, we’re listing down our favorite features of the tool.
Multiple Premium Job Boards
We love recruitment ATS that permits recruiters to post on thousands of free and premium channels (e.g. Indeed, Monster, Linkedin, Facebook, Google for Jobs, etc.). Not only will this let you reach more top talents, but this will also help in filling positions faster.
We are all about AI-powered technologies, and recruitment ATS is not an exemption. There are a few recruiting software available that are driven by AI.
Take Manatal, for example. It has powerful capabilities to help you screen candidates, faster by automatically suggesting suitable fits for a position. This is done via candidate scoring, which means scores are formulated by AI based on job matches in terms of experience, skill sets, educational background, and more.
This nifty feature makes it easy to integrate your existing solutions into the software. It gives the flexibility that you need to utilize useful tools without starting from scratch.
It links payroll and HRIS solutions like SAP, Oracle, Kronos, ADP, and more directly to your applicant tracking system.
Data Compliance Tools
To do your job successfully as a TA professional, you should protect the data of your company and your candidates at all times. Data privacy is not to be undermined, and data compliance tools help sort that out.
Dual Recruitment CRM Functionality
There is a select recruiting software in the market that has a recruitment CRM functionality, too. It gives the recruiters the convenience that they need to serve both candidates and customers better. In one easy platform, they can tackle both the candidate and client front of the business. Thus, achieving overall company success!
Career Page Builder
A great recruitment ATS should have a career page builder in its system. Aside from job boards and social media, this is an excellent way to get more applicants.
Last but not least, we highly appreciate recruitment ATS that has mobile accessibility. People now are always on the go. It also adds to the fact that most people are opting for remote choices.
With this in mind, your recruitment ATS must be accessible via mobile. Through this, recruiters can do their work anytime and anywhere without being limited by geographical location.
7 Must-Have Recruitment ATS Features for Recruitment Agencies
Those are the features that you must look into before choosing a recruiting ATS. If you’re a part of a recruitment agency, then your criteria should be slightly different.
Fun facts: 86% of recruiters believe that Applicant Tracking Systems (ATS) or Applicant Tracking Software help speed up the recruitment process. Furthermore, 78% of them believe that it also increases the quality of hire.
On this note, it’s clear that recruitment agencies can benefit from the software to be more productive. It solves several problems for them like:
- – Cut-throat competition
- – No standard process
- – Scalability
- – Outdated tech
These will give you the edge that you need to stand out among your competitors and acquire the top talents swiftly and successfully. Here are 7 must-have features that you must look into to know you’re using the best tool for your agency.
- 1. Ability to streamline all workflow
- 2. Cloud-Based Applicant Tracking Systems
- 3. Multiple Candidate Sourcing Channels
- 4. Applicant Tracking Software with Recruitment CRM
- 5. Social Media Enrichment & Candidate Recommendation Engine
- 6. Data Compliance Privacy Tools
- 7. Reports and Analytics
As mentioned, no ATS is the same. It’s vital to source one that ticks all the boxes above so that it will greatly benefit your recruitment agency tremendously.
A lot of people are using ATS, even 99% of Fortune 500 companies. What’s stopping you from learning from these major powerhouses?
Promoting Diversity, Equity, and Inclusion through Your Recruitment ATS
Let’s move on to a more general topic that companies are keen on hearing more about: Diversity, Equity, and Inclusion (DE&I).
Those three are three core components of people management that allow the organization to thrive and get along with each other. According to Deloitte, promoting such involvement and making sure that all the employees feel they have an equal and significant role within the organization pay off well. There is an increase in job performance by 56%, a decrease in employee sick leaves by 75%, and a big reduction in employee turnover by 50%!
They added that 94% of respondents agree that the feeling of inclusion and belongingness can drive organizational performance prominently.
Even Mckinsey has been highlighting the incredible concept of company diversity. Aside from the increasing importance of gender and cultural representation, it also proves that businesses that value this have outperformed those that don’t by 36% in terms of profitability!
Why are we telling you this? It’s because your recruitment ATS can help in advocating for company DE&I. Here are some ways how:
A Recruitment ATS gives you more time to screen candidates carefully
With your trusted tool, it allows you to save time in sourcing and screening candidates. Thus, giving you more opportunities to focus on the human aspect in evaluating them.
With the ability to post job ads on multiple channels with just a few clicks and parse resumes at incredible speed, you’ll get a bunch of prospects funneled into your platform. You can make better use of this saved time to better understand the talent and see how well they fit within the company.
Promote diversity through your job posting
Even the copy of your job posts can bring in a diverse group of people. Don’t underestimate the power of words! This is what people read and, if it doesn’t appeal to them, the chances of them applying is practically nil.
Make your job post engaging and compelling enough to prove that your company welcomes all groups of people without bias or discrimination. This is a great way to gather a larger talent pool and, at the same time, improve your employer branding.
Maximize your ATS and measure diversity using collected data
There are two ways on how you can go about this. First, you can easily track performance in terms of your diversity recruiting strategy. Your recruitment ATS can reveal who you’re hiring and check their demographics to continually improve diversity equity and inclusion.
Some companies also use their ATS to set their own goals to advocate diversity. For instance, they make sure to balance the gender ratio of the company by hiring 50% male and 50% female. Others ensure that there are enough ethnic representations to improve employer branding and have an overall global work atmosphere.
Remove unconscious bias during candidate screening
Without taking regard to the name, ethnicity, gender, or other personal details, the software just scores and recommends candidates based on job match. It gives equal chances to those who fit the role due to their experience, skill sets, etc. Awesome, right?
Manatal’s candidate scoring and AI recommendation system do a great job in removing such unconscious biases and help recruiters bring top talents justly and fairly. If that’s not wonderful enough, it’s also worth mentioning that your time to fill will be greatly reduced by a mile.
Improve your career page and show your care for diversity and inclusion
There are a lot of companies around the world that embrace diversity and inclusion. There’s Johnson & Johnson, Mastercard, and Marriott International to name a few. We’re not just basing them on facts like how many employees they have and where they’re from. It’s very evident in their career page, too.
Just from this page alone, you’ll see how much they value the concepts. They include texts that explain how they care for their employees regardless of background. They even add tons of photos or videos, which aid in visualizing how it’s like to work for them.
The Role of AI in Recruitment ATS
Aside from advocating for company DE&I, artificial intelligence also plays a big role in your recruitment ATS.
Artificial Intelligence (AI) is becoming more and more relevant. Even in the recruitment industry! It is showing talent acquisition professionals how crucial it is in adapting to modern approaches.
It mixes both machine learning and deep learning, which enables a more robust recruitment workflow. AI algorithms ensure that each step is improved every time. This is from automating menial tasks to making smart predictions.
For recruiters, it’s truly a game-changer. It saves these TA experts plenty of time by eradicating repetitive and manual tasks. The HR job is difficult and is the unofficial backbone of the company. If successful, it can lead to quality hires which can be a big asset to the organization.
Without AI, recruiters have to manually check resumes one by one to see if there is a fit for a certain position. That’s why 52% of TA leaders say that “the hardest part of recruitment is identifying the right candidates from a large applicant pool.”
This can be avoided with AI. Such advanced technology allows recruiting software to parse CVs at an incredible speed. Some even provide tools that can do candidate scoring based on job matches to find the perfect fit. These factors in detail like education level, work experience, skills, etc.
Powerful, right? You’ll get full benefits that can improve the organization overall sans the tiring work! This way, acquiring the “purple squirrel” can be more attainable, and quickly filling job vacancies is within reach– all thanks to AI.
6 Best Strategies for Remote Hiring Using Recruitment ATS
Aside from getting the best candidates, it’s also relevant in something that a lot of companies are familiar with amidst the COVID-19 pandemic: remote hiring.
Forbes mentioned that 74% of professionals expect remote work will become a common standard even after the whole pandemic situation. It’s going to be the “new normal”. Additionally, even 76% of interviewed entrepreneurs shared the same sentiments.
For a concrete example, tech giants Twitter and Slack have announced that they gave their employees the option to work from home (WFH) permanently. That’s already a serious decision that proves how standard WFH will be.
That said, the same goes for remote hiring. As recruiters, more and more employees are expecting to work from home and will continue to do so amidst the gravity of the pandemic. It’s safe to say that they prefer to conduct job applications at a safe distance, too.
Recruiters are integrating remote hiring into their operations to adapt to the said new standard and sustain their efforts in bringing in top talents into the company. Why? It reaps a lot of benefits for the organization in several ways.
- – It improves the candidate experience
- – Remote hiring can do wonders for your company diversity
- – It can also develop your employer branding and company culture!
To that end, it’s necessary to strategize how to maximize the recruitment ATS to give you full privileges to the benefits it brings. Remote hiring can be challenging for some, but this recruiting software can make it easier.
There are strategies that you must consider:
- 1. Post on multiple platforms
- 2. Be more open to company diversity
- 3. Use different tools to screen candidates
- 4. Keep them engaged
- 5. Improve your employer branding through your career page
- 6. Ensure a great candidate experience
4 Ways to Create a Great Career Page using Recruitment ATS
Keeping up so far? Great! There are more advantages to utilizing a recruitment ATS. We’ve been speaking about career pages and how you can create one using your software. Here are steps on how to do it:
- 1. Use a career page builder through your applicant tracking system (ATS)
Manatal, for example, provides a free career page builder tool for its users, too. It’s a good way to streamline the hiring process or the recruiting process by giving recruiters the option to build their page for maximum productivity.
You can use their reliable templates and post jobs excellently. Keep in mind the candidate experience throughout. Is your career page easy to navigate? Is the application process quick and easy?
If it’s not, then you have to consider simplifying the steps to reduce the drop rate and receive more applications instead.
- 2. Applicant Tracking Systems should ensure accessibility of career pages
A great career page must be accessible for all. This is especially true when it’s optimized for mobile app devices.
Manatal helps you create one that is suitable for both desktop and mobile. This will be helpful because a lot of people are on the go nowadays. Even if they’re not, most people prefer to use their phones as much as possible.
When you ensure the UX/UI is great on your handy tool, it will be advantageous to your business.
- 3. Keep your career page relevant using your applicant tracking software
Don’t just create a career page blindly. Your content should always be relevant to what is happening. Manatal’s career pages are easily customizable and editing would be a breeze to do.
You can talk about how working for your company amidst the pandemic. You can also discuss topics such as remote hiring, work from home, etc.
- 4. Check reports and analytics often using your applicant tracking system (ATS)
Don’t overlook the powers of analytics. A top-notch recruiting software like Manatal provides in-depth reports that can drive better results for your business.
This feature permits users to see insights on various factors such as the number of applicants, sources of applications, and other recruiting metrics.
Take all these into consideration and modify your approaches as necessary.
6 Ways to Create a Killer Job Description for Recruitment ATS
More than just copy, the job description is your foot-in-the-door. Do you see those texts in job posts? Those are what you call job descriptions. It’s pretty self-explanatory. It gives details about the vacant role, plus it adds a call to action so interested people can apply.
However, it does more than just provide information. You’d be surprised that a lot of employees quit their jobs just because their day-to-day tasks aren’t what they expected based on the job post.
It has to be captivating enough for readers to apply. If not, despite the job fit or career match, they will choose to apply to other companies that look and sound more inviting.
Candidate sourcing is already tricky enough, but don’t worry. We’ll lay down tips on how to create awesome job descriptions for your recruitment ATS.
Here are ways to create a great one:
- 1. Include relevant information
- 2. Keep it short and sweet
- 3. It all depends on your brand tonality
- 4. Remove unconscious bias and be culturally sensitive. This way, you won’t limit candidates (i.e. avoid gender-specific pronouns)
- 5. Make the design appealing
- 6. Make it SEO-friendly
6 Best Practices for Recruitment ATS
Are you taking notes? Now that we’ve covered what a recruitment ATS is, what its features are, and others, it’s time to tackle the best practices in utilizing this recruiting software in totality.
All of the benefits you’ll get from using it are surely something that your company should capitalize on, but if you’re not using it correctly, it might just end up hurting your business.
So to get better and more candidates and achieve overall success for the business, you have to keep these 6 best practices in mind.
- 1. Evaluate and Select the Perfect ATS
As mentioned above, you should choose the best one tailored to your company’s needs. There is no one size fits all. What you select should be able to address your company’s challenges.
Take note of the features, pricing, accessibility, and more. The management of companies should also contribute their thoughts before making a decision.
- 2. Align hiring process based on company goals and priorities
Recruiters and hiring managers should make sure that it’s helpful for their hiring process. How and why it is used should be aligned with the company goals and priorities.
Devise a strategy that could better the workflow and ensure that it benefits everybody– users, vendors, etc.
- 3. Book demo call to give you a headstart
You might already know how to navigate the ATS by yourself. But, it’s still a good idea to book a demo call to fully grasp the software.
The trainer might be able to give you tips that you might not know about yet. For example, using keywords properly or effectively running through your database. Furthermore, how to hire effectively, how to create a free career page, etc.
- 4. Involve Key People in Implementation
Of course, during the implementation phase, all key persons (e.g. the user, hiring managers, vendor, etc.) involved should be there. These are the people that would be using the software the most. That’s why they must know what to expect from ATS.
They should understand the different features, various resources, and others.
- 5. Train and Learn for Holistic Growth
It would be beneficial if you give employees training on ATS. There are many ways to go about this. For example, Manatal has various tutorials to help your team.
There is an in-app widget that walks you through the software. It’s a handy guide that lets users learn about Manatal step by step. There are also video guides available.
In addition to that, Manatal makes learning accessible for all through its documentation page. It covers various topics about the software in complete detail.
Still need help? Don’t worry. Manatal offers support training and demos for free! These would all be very useful for staff that want to learn about ATS holistically.
- 6. Don’t forget the human aspect of recruitment
Lastly, don’t forget the human aspect of it all. ATSs help you hire candidates with their smart automation. Take advantage of the resources it frees up. Focus on engaging with applicants, instead.
There are several things to do with the help of an ATS (e.g. double-checking resumes in the system for formatting, conducting memorable interviews, reporting progress to companies, etc.). While the software does all the laborious work, you should use this free time and effort to do things that machines can’t.
There are many things to consider when using an ATS. Know the best one to choose and understand how to use it properly. It will boost your progress in no time.Let Manatal be your guide in making your workplace more inclusive.