How can you optimize your ATS for high-volume recruiting?

High-volume recruiting is a challenge for any HR professional, especially when you have to sift through hundreds or thousands of resumes and applications. That's why you need an effective applicant tracking system (ATS) that can help you streamline your hiring process, reduce manual work, and find the best candidates for your roles. But how can you optimize your ATS for high-volume recruiting? Here are some tips and best practices to follow.

1 Choose the right ATS

Not all ATS are created equal. Some are more suited for high-volume recruiting than others, depending on their features, functionality, and scalability. You want an ATS that can handle large amounts of data, integrate with your other tools and platforms, automate your workflows, and provide you with useful analytics and insights. You also want an ATS that is user-friendly, both for you and your candidates, and that can support your employer brand and candidate experience. Do your research and compare different options before you invest in an ATS.

Add your perspective

Valentina Osorio

Human Resources | Talent Acquisition | Talent Development | Recruitment | Hiring | People | Strategic Staffing | Employee Engagement
Report contribution
Start by streamlining your application process, ensuring it's user-friendly and concise. Leverage automation to handle repetitive tasks, like initial screenings, and utilize AI for resume parsing to swiftly identify top candidates. Implement a robust categorization system to manage large volumes of resumes effectively. Regularly review and update your ATS to align with evolving recruitment needs.

Like

2 Configure your ATS properly

Once you have chosen your ATS, you need to configure it properly to match your high-volume recruiting needs. This means setting up your job boards, career sites, sourcing channels, screening criteria, scoring systems, communication templates, and other elements that will make your ATS work for you. You also need to ensure that your ATS is compliant with the relevant laws and regulations, such as GDPR, EEOC, and OFCCP. You should test your ATS regularly and update it as needed to avoid glitches and errors.

Add your perspective

3 Use keywords and filters

One of the main benefits of using an ATS for high-volume recruiting is that it can help you sort and rank your candidates based on keywords and filters. Keywords are the words and phrases that match your job requirements and qualifications, such as skills, education, experience, and certifications. Filters are the criteria that you use to narrow down your candidate pool, such as location, availability, salary expectations, and diversity. You should use keywords and filters strategically and consistently to optimize your ATS and avoid missing out on qualified candidates.

Add your perspective

4 Automate your tasks

Another benefit of using an ATS for high-volume recruiting is that it can help you automate your tasks and save time and resources. You can use your ATS to automate tasks such as posting jobs, screening resumes, sending emails, scheduling interviews, collecting feedback, and sending offers. You can also use your ATS to automate tasks such as pre-employment assessments, background checks, reference checks, and onboarding. Automation can help you speed up your hiring process, reduce human errors, and improve your efficiency and productivity.

Add your perspective

5 Engage your candidates

Using an ATS for high-volume recruiting does not mean that you should neglect your candidates. On the contrary, you should use your ATS to engage your candidates and keep them interested and informed throughout the hiring process. You can use your ATS to send personalized and timely messages, provide updates and reminders, solicit feedback and referrals, and offer value-added content and resources. You can also use your ATS to create a talent pool and nurture your passive candidates for future opportunities. Engaging your candidates can help you build trust and loyalty, enhance your employer brand, and reduce drop-offs and ghosting.

Add your perspective

6 Analyze your data

Finally, you should use your ATS to analyze your data and measure your performance. Your ATS can provide you with valuable data and metrics, such as time to hire, cost per hire, quality of hire, source of hire, candidate satisfaction, and retention rate. You can use this data to evaluate your hiring process, identify your strengths and weaknesses, and make data-driven decisions and improvements. You can also use this data to benchmark your results against your competitors and industry standards, and to demonstrate your value and impact to your stakeholders.

Add your perspective

Sarika Vajpeyi

Associate Director @ Virtusa | MBA | Strategist | Driving Talent Acquisition Growth | DE&I | Talent Transformation
Report contribution
Using ATS alongwith AI can parse through high volume of Candidate's resumes. AI can help in prioritizing and rank application A, B and C based on relevance. Relevance criteria can be set by HM based on skill, role ,location and overall fit score against the job

Like

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

Add your perspective

How can you optimize your ATS for high-volume recruiting?

1

2

3

4

5

6

7

1 Choose the right ATS

2 Configure your ATS properly

3 Use keywords and filters

4 Automate your tasks

5 Engage your candidates

6 Analyze your data

7 Here’s what else to consider

Human Resources

Rate this article

Thanks for your feedback

More articles on Human Resources

More relevant reading

How can you optimize your ATS for high-volume recruiting?

1

2

3

4

5

6

7

1 Choose the right ATS

2 Configure your ATS properly

3 Use keywords and filters

4 Automate your tasks

5 Engage your candidates

6 Analyze your data

7 Here’s what else to consider

Human Resources

Rate this article

Thanks for your feedback

Explore Other Skills