Human sources professionals in all places are going through a rising problem with regards to navigating the constantly-evolving job market. With the growing competitors for prime expertise and the necessity to streamline hiring processes,applicant monitoring methods (ATSs) have turn out to be a staple within the business.
These methods assist recruiters handle and manage candidate data extra effectively and automate expertise acquisition duties that was once time-consuming. In actual fact,94% of recruiters say that their ATS has positively impacted their hiring course of.
With the rising demand for ATS software program, the market has seen a surge infree ATS distributors, making it simpler for organizations to select from a variety of choices earlier than making a monetary dedication. This text will discover the highest ATS options that ought to make it to each recruiter’s want checklist.
For extra steering, seek the advice of our applicant monitoring system purchaser information for achecklist of well-known ATS choices with the options you want to make nice hires.
What Are Applicant Monitoring System Options?
Applicant monitoring system options are integral instruments, native to an ATS system, that assist hiring managers streamline and optimize their recruitment course of to rent the very best candidates. Applicant monitoring methods make the most of a wide range of options to effectively handle job postings, observe purposes, and manage candidate data in a centralized database. Due to this fact, each characteristic an ATS has aids the decision-making course of for hiring groups to safe the very best individuals.
Consequently, these methods supply a complete recruitment course of overview and supply crucial insights and analytics that allow hiring groups to be as efficient as potential.
The 12 Should-Have Applicant Monitoring System (ATS) Options
Having the fitting Applicant Monitoring System (ATS) is crucial when recruiting. Nonetheless,selecting the best ATS to your firm means understanding your wants and the options (options) a software program you are contemplating can supply.
Listed here are 12 must-have options to search for when shopping for an ATS:
Automated Resume Parsing
With so many resumes for every job opening, it may possibly take time to type by means of all of them and discover probably the most certified candidates to your shortlist. That is the place automated resume parsing is available in.
It permits the hiring staff to shortly and effectively evaluation and analyze resumes, figuring out crucial expertise, expertise, and training markers. This complete method saves the hiring staff time and sources by narrowing purposes all the way down to a certified pool with out spending human hours, permitting them to concentrate on deciding on probably the most certified candidates.
For instance, an HR staff might use automated resume parsing to determine candidates with 5 or extra years of expertise in a specific subject. They might then focus their “in-depth” search on these candidates who meet this criterion and make a better-informed hiring choice.
Job-Particular Filters
Job-specific filters refine your job publish focusing on to solely show related content material to job seekers. As an illustration, if a software program engineer job posting requires expertise in a particular coding language, the job-specific filter will make sure that solely candidates with that have and listed talent will see the advert. Some prime applicant monitoring methods leverage huge information and machine studying algorithms to slim the candidate pool on this means.
This may save job seekers loads of effort and time sifting by means of irrelevant job postings whereas additionally saving recruiters the difficulty of receiving purposes from candidates who don’t meet the necessities. By narrowing down candidate attain with job-specific filters, hiring groups scale back prices and enhance productiveness.
Customizable Job Software
Customizable job purposes allow you to tailor the applying course of to your wants so that you get the required data for a particular position somewhat than only a pile of resumes.
For instance, an organization wanting to rent an analytics specialist might arrange its job utility from scratch or in keeping with a template hosted on the ATS to incorporate candidate assessments about information evaluation and statistical expertise. In the identical vein, candidates could be filtered by wage expectation, willingness to relocate, and years of expertise relying on information captured by the job utility kind.
Filtering out purposes this manner ensures that potential candidates perceive the job particulars and show the correct data or expertise earlier than being thought-about for an interview. This may save appreciable time in the long term by serving to slim the candidate checklist shortly and effectively.
Profession Pages
Hiring groups can use a profession web page, generated and hosted by their ATS to showcase open positions, job descriptions, firm values, mission statements, and different data for potential candidates to browse. This gives full performance for job seekers to use on-line whereas viewing the group’s job alternatives.
Because the profession web page is robotically built-in with the applicant monitoring software program hiring funnel, candidate information is captured through the utility course of to turn out to be a part of the group’s expertise database. No want for hiring managers to manually seize candidate data, or maintain promising CVs bodily filed away.
Information Safety and Stability
Safety and stability are among the many most important options of any ATS system. These methods are designed to safeguard delicate candidate data, comparable to social safety numbers and addresses, from potential hackers or cyber-attacks.
Moreover,investing in a secure ATS system ensures that your information is all the time out there and accessible when wanted. That is essential when streamlining the hiring course of, as you possibly can simply retrieve resumes and candidate data with a button.
Earlier than shopping for an ATS, ask the seller about safety measures comparable to two-factor authentication and the power to limit consumer entry. The system’s stability can be an essential consideration. You’ll need recruiters to take care of their workflow with out interruptions from upkeep and failures.
Superior Search Capabilities
The true magic of an ATS lies within the superior search capabilities the software program has to pinpoint candidates in keeping with standards inside its personal database. These search capabilities are designed that will help you determine probably the most appropriate candidates to your job openings from an present pool of candidates who’ve already expressed curiosity in working to your group — a extremely sought-after useful resource.
By comparability, a recruitment software program answer pulls its candidate sourcing from a normal database. This could probably embrace expertise who don’t have any particular curiosity in working at your organization, making them a cooler lead in comparison with these in your individual expertise pool of previous candidates.
You possibly can shortly filter by means of 1000’s of resumes by establishing just a few crucial parameters. This characteristic is invaluable as a result of it helps you to uncover hidden gems in previous candidate swimming pools. For instance, HR groups can shortly discover the very best particular person for a job by trying to find expertise, instructional background, expertise, and different standards. Because the candidate would have an present profile on the ATS, it’s also possible to immediate them to replace their data with any expertise or expertise they’ve acquired since their final utility.
Pulling from an present candidate database considerably reduces the effort and time required to supply and display screen new candidates for every job opening. Your ATS’s search performance additionally offers detailed insights into normal applicant information — what demographics are responding to your recruitment advertising and marketing, and what eventual hires appear to be. This perception permits for extra knowledgeable hiring choices, particularly round variety and inclusion efforts.
Cellular-First Design
As know-how continues to form the recruitment course of, mobile-first design is a crucial characteristic that each recruiter needs to be aware of. Over the previous couple of years, job seekers are more and more utilizing their cell units to look and apply for job alternatives.
This makes it essential for recruiters to make sure their on-line utility performance is optimized for cell units. Nevertheless it’s not nearly accessibility — mobile-friendly design improves the candidate expertise, making job seekers extra more likely to apply to your marketed roles.
By making certain the applying course of is easy and streamlined, recruiters can improve the standard of candidates they obtain and supply a constructive first impression of their group.
Analytics Dashboards
Hiring analytics present invaluable insights into candidate conduct and invaluable success metrics, such because the variety of candidates in your hiring funnel, time-to-hire, and candidate conversion charges.
A user-friendly analytics dashboard gives a streamlined information view, permitting recruiters to make knowledgeable choices shortly. By leveraging this perception, recruiters can regularly refine their recruitment technique and optimize their hiring course of.
Information-driven choices result in higher outcomes and extra profitable recruitment efforts. With analytics supplied by an ATS, groups can observe progress on filling positions, monitor variety initiatives and examine previous and current tendencies to see what works finest.
Analytics dashboards supplied by prime ATS options present actionable information in real-time, which helps HR professionals keep on prime of their recruiting initiatives and guarantee they meet hiring targets.
Candidate Evaluation and Analysis
Evaluation software native to an ATS or out there through a software program integration permits recruiters to evaluate the technical expertise of job seekers sooner and with extra accuracy than they in any other case would be capable of. By the evaluation course of, recruiters can shortly determine appropriate candidates for job openings and streamline the hiring course of.
Automated candidate evaluation performance ensures that solely appropriate candidates progress by means of the hiring funnel and are finally employed.
Video Interviews
In an age the place digital communication is our new norm, on-line interviews have turn out to be a vital ATS characteristic.
Video interviews, whether or not performed asynchronously with one-way interview instruments or in real-time, assist to remove geographical limitations and scheduling conflicts. This will increase the effectivity of a hiring staff exponentially in comparison with conducting solely in-person interviews— usually requiring the candidates to journey throughout workplace hours and take time without work from a present place.
Interview effectivity is even larger when utilizing an ATS that has native interview scheduling instruments as a characteristic. This permits the system to robotically ship interview and reserving data to candidates who make it by means of your preliminary screening. Moreover, any recordings, notes, and proposals relating to the interview turn out to be a part of the candidate’s profile on the ATS.
Built-in Textual content Recruiting (ITR)
Built-in textual content recruiting (ITR) is an built-in characteristic of some applicant monitoring methods that makes use of textual content messaging as a main communication channel between recruiters and job candidates. ITR permits recruiters to shortly and simply join with candidates, acquire and display screen resumes, and schedule interviews.
ITR could be particularly efficient for reaching youthful job seekers, who’re extra probably to make use of textual content messaging as a main type of communication. Moreover, textual content messaging will help scale back the time it takes to fill positions and enhance the general candidate expertise by offering a extra environment friendly and streamlined utility course of.
Nonetheless, it is essential for recruiters to make sure that they’re following all relevant laws relating to candidate communication through textual content messages, comparable to acquiring consent through the preliminary utility course of.
Worker Referral Program
A well-executed worker referral program could be immensely useful in sourcing new, high-quality expertise who already really feel linked to your employer model. Candidates referred to an organization by an acquaintance are extra probably to slot in with the corporate tradition and turn out to belong-term staff.
A referral program that incentivizes referring staff saves time spent on promoting job vacancies and reduces the price of recruiting. Moreover, as referred candidates usually tend to perceive the corporate tradition and expectations than somebody with no inside supply of data, you’re extra more likely to get candidates who will settle for a proposal.
Overrated ATS Options
The ATS you select to your firm needs to be environment friendly, adaptable, and invaluable to your general recruitment and hiring course of. That being stated, it also needs to becost-effective.
Though each characteristic your ATS vendor gives is probably going very spectacular, there are just a few bells and whistles you may most likely forgo if you wish to save on value.
Automated Job Posting
The thought behind automated job posting is that recruiters now not must manually publish job descriptions to every job board or profession website – they’ll join with an ATS supplier who handles all of the tedious particulars, saving time in the long term.
In idea, this appears wonderful, however what these suppliers don’t inform you is that there are penalties to utilizing automation somewhat than taking a handbook method. Your message will get muddled as a result of loads of methods aren’t clever sufficient to tailor your job description completely for every platform. Your ATS additionally received’t be capable of match the tone and formatting of every job board completely which, to a candidate, may appear to be you could not be bothered to get your job itemizing proper.
Automated job postings could prevent time initially, nevertheless it’s essential to not skimp on high quality by counting on automation. With human perception and knowledge, recruiters can develop a transparent messaging technique tailor-made to every channel.
Key phrase-based Resume Screening
Many applicant monitoring methods use keyword-based screening to shortly filter out resumes that don’t comprise particular key phrases. Nonetheless, this methodology could be unreliable and will lead to certified candidates being ignored if their resumes do not match the precise key phrases and phrases being looked for. Trade phrases usually differ between nations, so this strategy of elimination is particularly counterproductive for worldwide hiring funnels.
Customizable Workflows
Whereas customizable workflows could be helpful for some firms with distinctive hiring processes, they will also be time-consuming to arrange and preserve. In some instances, the advantages of customized workflows in your candidate relationship administration (CRM) journey could not outweigh the prices of implementing and managing them. When selecting an ATS, keep in mind that your splendid candidate journey needs to be achievable utilizing as many system defaults as potential.
Built-in Social Media Sourcing
Some ATS distributors supply social media sourcing options native to the system. Whereas there’s actually advantage in utilizing social media as a recruitment channel, these options is probably not as efficient as devoted social media recruiting instruments (comparable to LinkedIn Recruiter) or handbook sourcing strategies.
TL;DR
Because the recruitment course of continues evolving with technological developments, recruiting groups have to up their recreation by leveraging commonplace and superior ATS options.
Moreover, AI-powered instruments and integrations with different HR instruments present recruiters with extra insights into hiring funnels, enabling them to make higher hiring choices. It’s, subsequently, crucial for recruiters to maintain abreast of the newest developments in ATS know-how.
