Applicant Tracking Systems (ATS) — The Succor For Recruiters
Hiring Managers can use streamlined, integrated functions that locate better candidates, cut downtime to hire, and even simplify the onboarding process once an applicant is employed. ATS makes recruiting easier- from start to finish.
HR has been supporting, recruiting, and hiring efforts for well ever. HR leaders use applicant tracking systems (ATS) to optimize recruitment. These platforms help the small and midsize employers, meaning you can better compete for top talent against more prominent businesses.
This blog will cover how ATS makes hiring effortless and recruiters’ jobs more valuable.
ATS Help Save Time For Recruiters
An ATS is a hiring software tool that manages recruitment online. Recruitment without an ATS can be messy. Before ATS was invented, hiring managers wasted a lot of time tracking job candidates forwarding emails back and forth, sifting through resumes, and searching for the right candidate. ATS comes in handy, especially when the number of applicants runs into hundreds or more.
Hiring managers now use the system’s functions to streamline and centralize all hiring processes, including job posts creation, sharing a central candidate repository where all candidate information is in one place regardless of where they applied. Collaborative candidate review, applicant communication, job offering tools, and onboarding are part of the package.
How ATS Platforms Help Recruiters:
Not all ATS platforms, but a few of them with some unique features come in handy for the recruiters. A few of the functions are:
No Logins: Look for a system that doesn’t require applicants to create a login to apply. Logins can deter quality applicants from applying to open positions and slow down your hiring time.
Real-Time Access to Resumes: If a hiring manager has real-time access to the resumes, they’ll have complete transparency in their candidate pool.
Communication Templates: Communication templates in an ATS platform can help recruiters save time to initiate first contact and ask for more information from the candidate’s schedules, a phone interview, or an in-person interview. The pre-built templates in ATS save hiring managers time and ensure that all candidates have a consistent and positive experience.
All these ATS components add up to work done by the hiring managers and influencers who should be in charge of a recruiter in hiring.
Even if you’ve selected the best, most intuitive ATS on the market, hiring managers will vary in their understanding and ability to manage the process to improve the organization.
With ATS, you can count candidate pipeline status, hiring stages, and the number of candidates received per job. Not every job posting will immediately be filled once you’ve adopted an ATS.
Hiring Managers can use streamlined, integrated functions that locate better candidates, cut downtime to hire, and even simplify the onboarding process once an applicant is employed. ATS makes recruiting easier- from start to finish.
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