One of the main benefits of using an ATS for hiring is that it improves your efficiency and productivity. An ATS can help you automate and simplify many tedious and repetitive tasks, such as posting job ads, screening resumes, sending emails, and tracking applicants' progress. This way, you can focus on the more strategic and creative aspects of hiring, such as evaluating candidates, conducting interviews, and making decisions. An ATS can also help you avoid human errors, such as missing deadlines, losing documents, or forgetting to follow up with candidates.
A well-maintained candidate process is vital when using an ATS. Set standards and create training for your recruiting team. Not only will this create efficiency, but it will demonstrate a track record of consistent candidate experience, which could help bolster your company's case in a hiring audit or discrimination claim.
Another benefit of using an ATS for hiring is that it enhances your candidate experience and employer brand. An ATS can help you create a seamless and user-friendly application process, where candidates can easily upload their resumes, fill out forms, and access relevant information. An ATS can also help you communicate with candidates effectively, by sending automated and personalized messages, reminders, and feedback. This way, you can keep candidates engaged, informed, and satisfied throughout the hiring journey. An ATS can also help you collect and analyze candidate feedback, so you can improve your hiring process and attract more talent.
A third benefit of using an ATS for hiring is that it optimizes your hiring outcomes and performance. An ATS can help you find the best candidates for your open positions, by using advanced features such as resume parsing, keyword matching, and scoring. An ATS can also help you diversify your talent pool, by posting your job ads on multiple channels, such as job boards, social media, and referrals. An ATS can also help you reduce your hiring costs, by saving you time, resources, and labor. An ATS can also help you measure and improve your hiring metrics, such as time to hire, quality of hire, and retention rate.
If you are considering using an ATS for hiring, it is important to carefully research and evaluate the options available. You should consider factors such as your budget, hiring volume, industry, and goals. When looking for an ATS, features to consider include ease of use and integration, customization and flexibility, functionality and reliability, as well as support and security. An ATS can bring many benefits to your organization such as improved efficiency, enhanced candidate experience, and optimized hiring outcomes. However, it is essential to take into account your needs, budget, and goals to find the best ATS for your hiring process.
𝐁𝐞𝐰𝐚𝐫𝐞 𝐨𝐟 𝐛𝐢𝐚𝐬𝐞𝐬! One of the problems with ATS is that it carries the unconscious developers´ biases. These systems can become discriminatory and it is something that a sustainable and responsible company cannot afford. Numerous regulations in almost all countries try to avoid discriminatory situations, but if the ATS is not prepared to avoid these biases, the process is penalized. I encourage all companies developing these kind of programs to move forward with bias-free applications.
As mentioned above, depending on your ATS, there could also be an integration feature to the HRM database, saving time, effort and potential transcription errors. With an integration feature, it also speeds up the onboarding process as forms could potentially be prepopulated with the new hire's information so all they would have to do it look it over, sign and date. We are currently using Taleo for our ATS, and one feature I really like is the ability to add onboarding forms to the system. Once an applicant is moved to "hired", a link is sent to the individual with their own semi custom onboarding portal with all applicable documents assigned to them. There is little to no need to print out physical forms with this feature.