How can you use an applicant tracking system (ATS) to improve candidate sourcing?

We as recruiters, can use an ATS to create and manage a referral program, which can encourage your current employees to recommend candidates from their networks. Referrals are often a great source of quality candidates, as they can reduce the time and cost of hiring, increase retention and engagement, and improve cultural fit.

Keyword Optimization:- Leverage the ATS to optimize job postings with relevant keywords. This helps your job listings appear in search results when candidates use specific terms, improving the visibility of your positions. Source Tracking and Analytics:- Use the ATS to track the effectiveness of different sourcing channels. Analyze the data to identify which platforms or methods yield the most qualified candidates, allowing you to focus your efforts on the most successful channels.

Consider candidates who have previously applied. Zero in on the right candidates. Replicate your established workflow in the applicant tracking system. Keep track of candidates as they progress. Ask your candidates the right questions. Get time back.

ATS significantly enhances the efficiency and effectiveness of our candidate-sourcing process. ATS maintains a centralized and searchable database of candidates who have applied, interviewed, or rejected in a structured manner. ATS often includes resume parsing capabilities, which automatically extract key information from resumes and populate relevant fields in the system. This feature streamlines the process of reviewing and categorizing resumes. ATS platforms typically provide insights into the sources of your candidates. This information helps you identify the most effective channels for candidate acquisition, allowing you to allocate resources more efficiently.

Keywords & Filters significantly enhance sourcing efficiency, yet caution is needed due to some ATS systems' inflexibility. The growing trend in Recruitment involves leveraging filters and automations, but it's crucial to recognise that job experience isn't purely quantitative. Using the wrong wording, filters, or questions may result in missing talented individuals. While technology drives efficiency, the human touch excels in negotiation and diplomacy. For instance, if a candidate's salary expectation exceeds the set range, options include declassifying the person or, for a promising profile, negotiating to influence the candidate's decision.

Social media continues to dominates the corporate landscape. A company excelling online, shaping its cultural identity in the external market, becomes an employer of choice! Recruiters must delve into the Employee Value Proposition (EVP). If unavailable, collaborate with the Employer Branding Team to craft one. From your EVP: 1. Tailor campaigns on LinkedIn, Facebook, or X, aligning with target outcomes. 2. Develop a posting agenda, strategically approaching topics for social media. (e.g. your company benefits) 3. Evaluate results, impressions, and engagement to meet outreach campaign goals. These steps connect you with passive talents, serving as an advanced referral system.

When choosing an ATS, it is always a good idea to check its integration capabilities and see how it can be used to leverage your organisation brand and employee proposition. Ideally you'd want your ATS to connect to multiple sharing platforms, other than your official career website. Your job posting should be easy to share, to apply to on cross-platforms. On top of that, having a referral programme well embedded into your ATS will make your life easier and will allow you to collect precious data.

An applicant tracking system (ATS) can improve candidate sourcing by: 1. Automated Job Posting: Allows posting job openings to multiple job boards and social media platforms simultaneously, expanding reach. 2. Resume Parsing: Automatically extracts relevant candidate information from resumes, making it easier to identify qualified candidates. 3. Candidate Database: Stores and organizes candidate profiles for future positions, enabling efficient talent rediscovery. 4. Customized Search Filters: Enables recruiters to filter candidates based on specific criteria, streamlining the sourcing process. 5. Analytics and Reporting: Provides insights into sourcing channels' effectiveness to optimize recruitment strategies.

Navigating talent mapping/ pipelining and strategic communication poses challenges, especially with limited ATS functionality. Many companies with in-house sourcing opt for TRM systems (Talent Relationship Management Software) like Beamery, Avature, and Yello. Innovating in the market, Workday Recruiting combines ATS and TRM features! Embracing a TRM system streamlines candidate data storage, fostering nurturing pipelines. This, in turn, significantly impacts ROI by: 1. Decreasing time-to-hire through efficient pipeline construction 2. Providing insights into the candidate journey, for continuous improvement purposes. 3. Enhancing productivity on a collaborative platform, specially for Global Teams.

As a 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 we can leverage the ATS to engage in 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 candidate 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 management by maintaining regular 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 with them. Use email campaigns, and personalized messages to keep candidates 𝗶𝗻𝗳𝗼𝗿𝗺𝗲𝗱 about company updates, job 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀, and relevant industry insights. Cultivate meaningful connections with candidates by offering valuable resources, networking opportunities, and professional development initiatives tailored to their interests and 𝗰𝗮𝗿𝗲𝗲𝗿 aspirations

In Talent Acquisition and HR, much of our recruitment and candidate data is non-numeric, consisting mainly of qualitative or categorical information like CVs and Job Descriptions. An effective ATS facilitates the capture of data for continuous improvement. For instance, recording the reason a candidate declines an offer during the process allows targeted actions with partners, reducing future declines and positively impacting ROI. This approach enhances collaboration with business leaders, fostering trust and a strong reputation for the HR/TA organisation. In the current era, data leadership is crucial in any industry, and within HR, data analytics remains integral to shaping our roles.

Los ATS te apoyan en el alcance. Esto significa en lograr llegar a más personas que de otra manera sería muy complicado hacerlo por su distribución geográfica, por el lugar donde se encuentran o por su disponibilidad. Es así como si implementas un ATS te puede traer candidatos que de otra forma no tendrías en tu radar. Adicionalmente al incluir los filtros adecuados, sin lugar a dudas lograrías tener un pull de candidatos calificado con menos tiempo invertido

The beauty about an ATS is that it gives you access to a talent pool larger than the applicants for the role if an AI such as Eightfold is plugged in. Based on the keywords you put in, you will have access to a pool of candidates whose skills sets match the role you are recruiting for whether they applied for the role or not. They will be ranked beautifully in terms of fit for the role and you can eliminate bias in the shortlisting process should you need to collaborate with hiring managers on it.

Regularly review and 𝘂𝗽𝗱𝗮𝘁𝗲 the filters and screening 𝗰𝗿𝗶𝘁𝗲𝗿𝗶𝗮 used in the ATS to adapt to changing hiring 𝗻𝗲𝗲𝗱𝘀 and 𝗲𝘃𝗼𝗹𝘃𝗶𝗻𝗴 workforce 𝘁𝗿𝗲𝗻𝗱𝘀. Assess the effectiveness of existing filters in capturing relevant candidate profiles and adjust parameters as necessary to 𝗼𝗽𝘁𝗶𝗺𝗶𝘇𝗲 search results. Stay informed about emerging industry trends, skill requirements, and best practices in talent acquisition to refine filter settings

Aquí es inevitable apoyarse en alguna herramienta tecnológica que permita agilizar procesos y a la vez poder mantener un contacto más cercano y humano. Es un reto enorme hacerlo y lo que sí está claro es que dará muy buenos resultados.

Particular attention should be paid to the increasingly frequent situation in which candidates submit applications that need to be examined and "profiled" by an Applicant Tracking System (ATS) equipped with an artificial intelligence system. At present, there are virtually no specific laws governing the use of AI in employment, including recruitment. The main relevant provisions at present are equality laws and data privacy laws. Finally, such procedures not only raise issues of confidentiality and protection of candidates' personal data, but also constitute an initiative for which the opinion, or even agreement, of employee representatives is often mandatory.