This article has been submitted by Hireserve
In our 20 years in the recruitment software industry, we’ve come across some opposition to the Applicant Tracking System (ATS).
There seems to be three common ATS misconceptions held by in-house recruiters, so we want to tackle them head on. These are the top three ATS myths – busted:
- ‘I’ll lose the human touch’
This is the concern that you’ll have to leave your communications to a machine that will deliver cold, automated and emotionless responses to candidates, instead of a personal acknowledgement email from you. But this doesn’t have to be the case.
Communication is an essential element of positive candidate experience. But for a busy in-house recruitment team, flooded with applications for multiple live vacancies, responding to each and every candidate appropriately can be a drain on time and resources.
An ATS worth its salt should make consistent communication with your candidates a lot more manageable. And there’s no reason why your automated emails should be lacking in humanity or personality. An Applicant Tracking System should allow you to create a template that perfectly reflects your employer brand. You can then add your copy – written however warmly, professionally or even zanily you need it to be.
We wholeheartedly believe that recruitment is driven by people, and we’d never want to compromise that. Technology like an ATS can simply help you to deliver the human touch efficiently.
- ‘Talented candidates will slip through the net’
We’ve seen a multitude of articles on how to beat the ATS, or how to make sure your CV gets through the system. There’s a lingering perception that an ATS is like an obstacle course, designed to trip up a candidate’s CV if it doesn’t contain the right keywords.
CV screening shouldn’t be this way – and if you’re using an intuitive and flexible ATS, it won’t be.
For starters, ATS screening capabilities can be incredibly useful for filtering through initial criteria such as the right to work in the UK. As candidates are progressed through the screening process, you can then add more complex functionality, such as configuring bespoke assessment criteria, using smart ‘Search & Match’ tools, and utilising star ratings to assess and filter candidates.
A decent ATS should also offer you the ability to configure application forms and tailor questions for specific job roles, which can be especially useful when recruiting for a diverse range of roles. This can ensure you’re encouraging applications from candidates with the specific skills and experiences you need.
An ATS can’t replace your human discretion and opinion when it comes to reviewing candidates, but it can save you time and resources by automating the administrative elements.
- ‘I won’t be able to maintain my own processes’
We often hear of in-house recruiters resisting Applicant Tracking Systems because they’ve established their own means of tracking candidates’ progress.
But are these existing processes really working? With any manual tracking, there is going to be a high volume of low-value administration. Human error can mean data duplication and inaccuracies, and if one step of your process is missed or someone is out of the office, candidates may slip through the net.
There’s a more important point to address here, however. And it’s this idea of your ‘own’ processes – tailored to you and your team’s requirements. You don’t want to have to overhaul your existing procedures because you have to fit in with a new system.
An intuitive and efficient ATS shouldn’t make you compromise your processes to fit its technology. Instead, it should offer reams of configuration options to enable you to use it exactly the way you want.
Every organisation has its own unique recruitment needs, and a flexible Applicant Tracking System should be able to accommodate these. It shouldn’t be a ‘that’ll do’ solution, or a one-size-fits-all package. Talk to a potential supplier and explain exactly what you want your ATS to deliver.
ATS myths – busted
We hope we’ve dispelled three common ATS misconceptions in this blog. We’ve touched on a couple of points that may help you re-evaluate your existing recruitment practices, and hopefully we’ve convinced you that there are some outstanding Applicant Tracking Systems out there.
Now all you need to do is choose the right one to suit you…