To help you optimize your recruitment process using an applicant tracking system, we’ve gathered insights from experienced professionals, including vice presidents, CEOs and founders. From automating tasks and leveraging data to conducting candidate verification and background checks, here’s how these experts have successfully improved their recruitment processes with the help of an ATS.
Automate Tasks and Leverage Data
Our ATS allows us to streamline the recruitment process by automating certain tasks, such as posting job ads, tracking and managing applications, scheduling interviews and collecting feedback.
This has enabled us to reduce manual effort and focus more on the candidate’s experience. We have also been able to use data to improve the recruitment process, such as by identifying which job postings generate the most interest and which sources provide the best quality candidates.
VP of Growth, Airgram
Streamline Sourcing With Automation
One use case I’ve experienced with my ATS was to streamline the sourcing process. By setting up automated searches in the ATS, we could identify qualified candidates quickly and track their progress through the recruitment process.
We also used the ATS to send out automated emails to potential candidates, which allowed us to track how many candidates responded and even how many of them were qualified for the position. This allowed us to identify which candidates were the best fit for the job quickly and move them to the next stage of the recruitment process.
Growth Director, Notta
Filter Candidates for Cultural Fit
We use our ATS to improve our recruitment process by making sure we’re only hiring candidates who are a good fit for our company and culture.
One use case I’ve experienced is when we were looking for a candidate to fill an open position in account management. This role requires strong people skills and communication skills, as well as an ability to work well within a team
We used the ATS to filter out candidates who seemed like they would be a poor fit based on their past job experiences, their education and some other factors. We then invited the remaining candidates to come in for interviews with members of our team, who had different perspectives on what they wanted from this candidate. The interviews were successful—we found someone who was exactly what we needed!
Track and Optimize Your Candidate Pipeline
The ATS, or applicant tracking system, has been an indispensable tool for modern recruitment processes. At our brand, we make the most of our ATS to streamline our recruitment workflows, improve hiring efficiency and minimize time-to-hire.
One of the best uses of our ATS has been candidate pipeline tracking. By maintaining a well-segmented candidate pool along with their relevant talent acquisition stage, we can easily monitor candidate progression across the pipeline, identify blockages and optimize individual touch points of the recruitment process.
With our ATS-generated recruitment reports, we can track metrics such as applicant volume, conversion rates, offer acceptance rates, average time-to-hire and much more, which helps us make data-driven hiring decisions and continuously improve the recruitment process.
Co-Founder and CEO, StallionZo
Monitor Candidate Engagement Metrics
Using an applicant tracking system can significantly enhance the recruitment process. With an ATS, recruiters can automate tedious tasks, simplify resume screening and improve the overall candidate experience. In my experience, one particularly effective use case of an ATS is the ability to track candidate engagement metrics.
For instance, we implemented an ATS that tracks metrics like email opens, clicks and application status updates. By analyzing these data points, we can identify which candidates are most engaged with our company and tailor our recruitment efforts accordingly. This helps us save time and resources by focusing on candidates who are most likely to convert.
In addition, by tracking engagement metrics, we can identify any bottlenecks in our recruitment process and make data-driven improvements. Overall, harnessing the power of an ATS can help recruiters streamline the recruitment process, make informed decisions and ultimately hire the best candidates.
CEO and Founder, Academy of Digital Marketing
Use an AI-Enabled ATS for Efficient Hiring
A powerful applicant tracking system can help immensely in streamlining talent acquisition and recruitment processes. Our organization has successfully implemented an AI-enabled ATS for resume parsing, automated filtering of candidate applications and short-listing relevant candidates based on predefined job criteria.
As a result, we could reduce manual efforts/costs and minimize human errors significantly while handling high volumes of applications. A specific use case where this proved beneficial was during a global hiring campaign where we received over 20,000 applications for multiple vacancies within a week.
Our ATS could categorize and prioritize candidates based on their location, qualifications and relevant experience quickly, resulting in a considerable reduction in the time-to-hire and improved candidate experience.
Customize, Automate and Analyze
We customized our ATS for our recruitment workflow by defining the stages in our recruitment process and configuring our ATS to accommodate each stage. This helps streamline tracking candidates and ensures candidates move efficiently through the different stages.
We then leveraged automation for candidate communication by using automated emails and messages to keep candidates informed about their application status and the progress of their application.
Last, we used analytics to optimize and improve our recruiting efforts by utilizing the reporting capabilities of our ATS to analyze our recruitment data and identify trends, bottlenecks, and areas that need improvement.
Integrate Data for Better Hires
One particularly impactful use case has been the integration of ATS data with our candidate-matching algorithms. By analyzing candidate profiles and resumes with previous ATS data, our algorithms can more effectively identify and match candidates with the right skills and experience for our open positions.
This has not only yielded better quality hires but has also reduced the time and resources spent on the recruiting process. Overall, integrating our ATS data into our hiring decisions has been a game-changer in terms of both efficiency and quality of hires.
Verify Candidates and Run Background Checks
Our ATS saved us from hiring fraudulent candidates, which would have cost us a lot. Sometimes we need to hire and onboard candidates within a thin time window, and the chances of mishaps are highest at those moments.
Especially if you are outsourcing talent, it becomes difficult to keep a tab on all necessary legal documentation and modes of verification. Having an ATS has helped us verify all legal documentation and run background checks on both national and international applicants.
It also helped us judge the authenticity of the data (like prior work experience) that the candidates have put in their resumes in minutes, which would otherwise take hours if done manually.
Head of People and Customer Success, WebPipl
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