Hiring is a costly affair—it costs about $4,000 to hire an employee on average.
However, if you know your way around streamlining the hiring process and bringing in the right tools at the right time, you can save significantly on the cost. A significant part of that involves tracking candidates in each stage of their recruitment—job posting, screening, interviews, background checks, selection, and onboarding.
This is where an ATS comes into play. An Applicant Tracking System (ATS) helps a business address hiring challenges, save time in the process and hire the best candidates.
An ATS is a tool used by HR professionals and recruiters for tracking candidates during a hiring process and filtering and managing candidates’ data as per requirement. These tools are usually AI-backed for automating multiple hiring processes in one go, such as scheduling interviews and sending out communication to candidates.
Using an ATS, recruiters can:
Here are six ways an ATS can take your business to the next level and streamline your hiring process.
Hiring is not only costly but time-consuming too—from sourcing candidates to onboarding the selecting candidates, it can be exhausting for hiring managers to conduct the whole process seamlessly. That’s where an ATS helps you build your own talent pool of candidates, from where you can simply pick candidates based on the required skill set as and when required.
This data comes from your past recruitment drives, which include candidates you didn’t end up hiring (who were a close call) and those who weren’t available to join at that moment. By building the database of eligible candidates, you’re essentially saving yourself the time to source candidates every time a new requirement comes up and saving up on costs.
To build a talent pool for your company, consider multiple touchpoints, including:
Since we’re talking about how an ATS helps you save time, a significant function to mention here would be applicant screening. With an ATS, you can skip the whole process of going through resumes and cover letters one by one and finding the best fit, and automate it all.
You can simply put in your company’s requirements as to what you’re looking for in an ideal cover letter, so you don’t have to spend hours finding suitable candidates for a role.
To save more time and ensure you only get the best candidates applying for the role, you can even put out guidelines and some cover letter examples for job seekers along with the job description. This will help the candidates understand your requirement beforehand and follow guidelines to ensure their cover letter doesn’t get screened out by your ATS.
Often, when hiring candidates, hiring managers and recruiters tend to indulge in bias (intentionally and unintentionally). This is not only unfair to the candidates but also against recruitment compliance laws set by many countries and associations (Example: EEOC by the US).
To ensure you’re abiding by the laws and conducting a fair hiring process, you need to consider the following factors:
How you’re screening applications—is it done manually, or are you automating it?
How bias-free your job descriptions are—are you using gender-biased language or mentioning an inappropriate (example: a job post written in a racist voice) requirement?What kind of questions you’re asking in your interviews—are these questions too personal or inappropriate?How your company culture is—is your team trained to be bias-free in the vicinity?
Automating hiring processes using an ATS eliminates the scope of biasing during the process and conducts fair and square recruitment. You can automate processes, including:
The average time to hire for hiring the perfect candidates can get as long as 49 days. The lack of an efficient process can further delay the process, depriving hiring managers of participating in other important responsibilities.
ATS will free up their time and speed up the hiring process significantly. This way, hiring managers can devote their time to selecting the best candidate for the role and pivoting their hiring strategy based on the response they get.
They can invest their time in other important areas, including:
This involves getting prompt updates within a day or two about an interview they gave or getting informed about each stage or process in advance, leaving no scope for confusion.
Moreover, it makes it easy for the candidates to apply, go through each hiring stage, and make an informed decision about joining the organization.
The best part about using an ATS is it lets you keep track of all the crucial data about hiring and make informed decisions. These are the decisions that can impact your business revenue and success.
Ideally, ATS gives you access to hiring metrics such as:
Hiring the perfect candidates takes a lot of effort on the recruiter’s part.
First, there’s always going to be another company that’s competing with your offer. Second, it all depends on the candidate’s final decision of whether or not they want to join hands with you. It all boils down to having a streamlined recruitment process, and an ATS takes care of everything very efficiently.
Not only do you fast-track the whole process, but you also offer an excellent candidate experience that helps you retain them for the long run.