Applicant Tracking Systems Can Make a Recruiter’s Life Much Easier!

 Having the right applicant tracking system is very crucial issue for any organization, since it can save recruiters time and money and help them find the appropriate candidates quicker. Social media recruiting is one of the strongest trends in the market today and a good way to show it is to look back at the days when a resume alone got applicants to the interview. Well, you can defiantly say that those days are over since today it’s more than just the skills that the applicant has on paper and it’s also about applicants’ social presence and connections.

How can you save money for your organization using an Applicant Tracking System?

According to many case studies,  a good ATS recruitment process is proven to be more efficient (by over 70%), due to applicant attraction, immediate communication, website user friendly application process and social media visibility through referrals and posts. Also, the use of very expensive recruiting sources, such as recruiting agencies, is decreased. Some companies reported a decrease of 60 percent due to the maintenance of a fresh applicants’ pool.

Another significant decrease is in hour and labor costs due to automated screening of resumes.  A reciprocal matching ability will create better matches for open positions and improvement of return on recruiting dollars due to tracking and management of recruiting sources. Compliance with labor laws is also an important part to consider since this can reduce risk of performing wrongful recruiting. Organizations can also create efficient policies by supporting new infrastructure and hiring procedures, including employee referral program support.

What are the key functionalities and trends that recruiters are searching for in an ATS?

• Reciprocal matching-proven to enhance your employer branding and promote recruiting processes faster. The ATS process streamline should offer sophistication at every step of the way, alongside allowing for human discretion.

• Social media & online abilities-easily sharing on social media, as well as the ability of importing candidates’ information from various online platforms.

• Career Site-fully hosted or an integrated career site to increase employer awareness and make application easy and accessible.

• Application options-the ability to choose the application option that best suits your business.  Allowing number of flexible, configurable and attractive application options for your candidates that turns their application to a positive ongoing, easy communicative experience.

• Reporting and Analytics-robust reporting and analytics tools including a dashboard for easy view of information.

• Sources Interface-direct access to your sources or clients to their special interface where they can be updated with their positions and candidates’ status, load resumes and more.

• Management Interface –intuitive managers’ interface that makes it easy for managers to participate and promote recruiting processes.

• Position approval– requisition approval process that helps you get started with your work when approval is required in your organization.

• Pricing– competitive monthly fee that includes all features such as: social media sharing and importing abilities, career page/applicants interface, recruiting agencies interface, managers interface and reporting module.

• Innovation– new features updates with no additional cost.

• Built-In Customization Options-configuration options built into the system and a product with extensive recruiting experience.

• Pay as your business grows-Any type of customization is available for any business requirements.

• Light-easy setup clean and free with no additional heavy setup costs.

• Localization and Language Support-Applications and resume searches support in different languages, such as Spanish.

• Specialty-Interaction with job boards, testing, background checks, payroll and HRIS systems.

• User friendliness-A user friendly interface that is easy to navigate through to all users including: HR users, applicants, department/recruiting managers and outside sources, such as recruiting agencies.

This story was written by Keren McCabe of Redmatch ATS, and is a part of Recruiter.com’s 2014 Recruiting Technology Trends series.