Applicant tracking system is a great way to save time, reduce stress, and find the best talent for your company. They also make it easy to hire the right people.
Today’s job market is very different from just a few years ago. It has prompted employees, especially those with niche or valuable skills, to notice. Companies have needed to employ a broader range of techniques and tools to increase their ability to hire and retain talented employees.
An applicant tracking system in India
An applicant tracking system in India, also known as a candidate relationship system, is one tool. It acts as a customer relationship management (CRM) software for hiring. My company implemented an ATS to help them hire more employees with valuable skills. It has helped reduce (or even eliminate) some of the stressors associated with traditional recruiting and hiring methods.
ATS can use to improve the hiring process
Many HR professionals and managers are familiar with the difficulty of finding qualified and talented candidates for critical roles within their companies. This process can become more complex and expensive if there is no efficient hiring system. It was even more complicated when the pandemic hit. It was a problem that my team and I became familiar with within our first year of operation.
My team and I have seen an enormous improvement in the company’s internal recruitment process since implementing an ATS. The ATS allows us to receive all applications for open positions in our company and place them into one single pipeline.
Integration of an ATS in our hiring process allowed us to post an open job at our company on multiple job boards online. We were able to post advertisements on the job boards that saw the most movement and traction.
We then identified the most promising applications for each role by using a series of interviews and assessments and using our ATS as a guide through the rest of the hiring and recruitment process.
How an ATS can improve your recruitment pipeline
To give you an idea of how an ATS can help your company’s recruitment efforts, let me show you how my team and myself have used it in our company.
The ATS system also integrates third-party assessment tools. No matter what role a candidate is applying for, they will receive an automated thank you email. If a candidate’s resume closely matches the job they are using for; an automated email will send a link to their first-round assessment. These questions include questions about personality and emotional intelligence. We also ask for a writing sample to further assess the candidate’s writing skills.
Our ATS notifies the team once a candidate has completed their initial assessment. We then begin reviewing the answers. We signal approval within the ATS and move them up the application queue if their positive responses. A first-round interview is conducted with the candidate. It includes a discussion about the specific job and any questions. The HR director also gives the candidate a brief overview of our company culture to ensure they are still a good match for the role.
If the candidate does well in the first interview round, they will move to the next section of our ATS. It sends them a second assessment. The second assessment is more focused on specific job functions. It often includes a second, longer, more detailed writing sample in niche topics. Much of our company focuses on pitching press articles for clients.
The ATS will send an additional email to alert them that they have been invited for a second-round interview with a hiring manager if a candidate passes their second assessment. This stage of the process is where the manager takes a quality control role. They review the applicants’ assessments and ensure they are still suitable for the job. If the hiring manager believes that the candidate is a good match, they will conduct the third assessment. It includes another personality and intelligence test to confirm that the candidate’s values align with ours.
If the third assessment passes, the candidate will move to the end of our ATS pipeline. A final automated email is sent to the candidate to alert them to set up the last interview with another co-founder of the company or me. Once the candidate has been hired, they will move to the end of our ATS pipeline. Then they can begin their official onboarding process.
An ATS can use to eliminate bias in the hiring process.
It is essential to use multiple job-hunting platforms and sites to maximize the potential value of any ATS program for your company’s recruitment process. It will allow you to expand your talent pool. You can then identify the best platforms and start placing targeted ads on those sites for the positions you need to be filled with qualified talent.
After this, your ATS will start aggregating all incoming candidates into one unified place. It allows you and your HR team to build a strong candidate pool and ensure that you genuinely review and evaluate all applicants. The purpose of integrating assessments should be to eliminate biases in the hiring process. It means that messaging used during this process should be tailored to your company’s culture and operational processes. The removal of discrimination will allow you to evaluate and hire candidates based on their resumes, skills, personality, and assessments.
Implementing an ATS in your organization’s hiring process will be easy. It will allow you to attract more qualified candidates and position your company to capitalize on the diversity of talent and hire the best candidates for each job.