Using an ATS to automate tasks can streamline your recruiting and application process. These platforms can screen resumes, match candidates with jobs and qualifications, give online assessments and schedule interviews.
It takes time to select the best-fitting ATS for your organization. But the resulting increase in recruitment efficiency will save time and money in the long run.
Streamlined Recruiting Process
In today’s highly competitive job market, companies leverage advanced recruiting ATS technology to streamline their hiring processes and ensure they can efficiently identify and attract top talent. Before an ATS, recruiting can be a chaotic mess. Messages are misplaced, departments are out of sync with each other, and it’s easy for candidates to fall through the cracks. With an ATS, recruiters can streamline the hiring process by automating as much as possible. ATS software can automatically post job openings on social media, screen resumes, create ideal candidate profiles, identify qualified candidates and even answer interview questions based on the experience level and skills required for the role.
This saves time that would have otherwise been spent on identifying and reaching out to candidates, coordinating interviews and following up on feedback. An ATS also keeps track of where the candidate is in the process so that recruiters and hiring managers can remain on top of their duties. In addition, once the applicant is employed, important recruitment and onboarding documentation can be instantly generated and sent to the candidate.
Automated Emails
An ATS can automatically communicate with candidates, making the process easier for everyone involved. For instance, a candidate can receive an automatic reply after submitting their application that confirms the information was received. Likewise, when an interview is scheduled or another step in the hiring process occurs, recruiters can send automated emails to candidates with calendar invitations without manually reaching out individually.
Many ATS systems also allow recruiters to record and store any screening or interview results in the candidate’s profile, eliminating the need for paperwork and handwritten notes that can be lost or misplaced. This can save valuable time, ensure important information is always at your fingertips, and maintain compliance with data protection laws. Lastly, an ATS can provide a mobile-optimized candidate experience, allowing candidates to apply on the go and stay updated as the hiring process progresses. This makes them feel valued as applicants and gives the impression that your company is thoughtful, respectful, and transparent throughout the hiring process.
Automated Interviews
Recruiters can easily set up video interviews for candidates, saving time and allowing them to evaluate applicants objectively and without unconscious bias. This is particularly useful when sourcing talent for hard-to-fill roles.
Often, top candidates fall through the cracks due to slow responses from hiring teams or miscommunication with stakeholders. Using an ATS increases the visibility of the hiring process for all stakeholders and reduces scheduling bottlenecks.
Look for an ATS that enables you to send emails in bulk and schedule interview times in line with everyone’s calendars. Ask about the ability to automatically parse resumes and screen candidates by keywords, which helps speed up the screening process. This feature will ensure no candidate is overlooked or forgotten, improving metrics like cost-to-hire and time-to-hire. An ATS can also record and store e-signatures for new hire documentation, simplifying the hiring process and boosting team productivity.
Automated Onboarding
A slow-moving hiring process can kill even the most effective talent acquisition strategy. An ATS can keep things on track and make it easier for recruiters to communicate with candidates. Using an ATS, recruiters can create job listings containing specific qualifications and requirements, making it easy to filter out unqualified candidates immediately. They can also save time by storing and accessing candidate profiles and documentation, interview notes and ratings, communication records, assessments, evaluations and more in a centralized database.
This helps them eliminate the manual processes and miscommunication with recruitment teams and significant stakeholders, which can lead to high cost-to-hire and time-to-hire ratios. Keeping everything in one place ensures that candidate touchpoints aren’t missed, and it helps recruiters avoid unconscious bias during the selection process by sticking to data-driven hiring decisions. As a result, it’s easier to hire great people fast. Lastly, an ATS can automate the onboarding process so that candidates can easily schedule interviews and complete onboarding paperwork more quickly.
