Everything You Need to Know About Applicant Tracking Systems

Today, 99% of Fortune 500 companies filter all incoming resumes through an Applicant Tracking System or an ATS. In fact, even many of the small and mid-sized businesses are using ATSs to speed up the hiring process. Therefore, as an HR, you should know all about an ATS. Whether you end up using it or not, knowing about it will make help you make the right decision.

What is an Applicant Tracking System?

An Applicant Tracking System is a software that provides hiring and recruiting tools to the company that uses it. Its main function is to collect and sort thousands of resumes. When an applicant applies for a job online and sends in the resume, it most likely fed directly to the software.

Only after the ATS clears it will the resume be forwarded to the human recruiter. This is one reason why many applicants today optimize their resumes according to ATS algorithms so that theirs has a better chance of going through to the recruiter or hiring manager.

Why are Applicant Tracking Systems used?

The biggest and most obvious reason employers may an ATS is to sort the numerous resumes they receive. You may already know those top companies often have more than one job openings available at a time. Thus, they attract hundreds of resumes for a single opening and it quickly becomes hard to sort and find the right applicants.

Additionally, when applicants see several openings for several different roles in a company, they apply simply because “it’s worth a try”. They care more about the casino that deposit using a mobile phone than getting the job. Despite being ineligible, they clog up the process of hiring for recruiters. In such cases, an ATS will highlight the top candidates while maintaining a record of all the applicants.

How do Applicants Tracking Systems work?

As mentioned above, the primary job of an ATS is to collect and store resumes in a database for recruiting managers and hiring professionals to access. However, an applicant’s resume isn’t discarded after the job opening is filled. In fact, the software maintains a database long after the resumes stop coming in. This helps recruiters to track down applicants they were interested in earlier but couldn’t hire. They can use a number of sorting features to comb through the vast database.

  • They help in viewing applications

Whether a recruiter wants to glance at every single job application that comes through or only pay attention to the ones suggested by the ATS, the software proves to be useful. For recruiters who want to consider every single application, the software highlights an applicant’s experience, job titles, and companies along with other useful information. Using this feature, recruiters can decide whether they want to read the whole resume or let the ATS handle the sorting.

  • They rank resumes

A great feature of an ATS is its ability to rank incoming resumes according to how well they match the job description. They do this using by assigning scores to every resume based on various traits and requirements. This way, a recruiter gets a place to start shortlisting candidates for the role.

  • They use keywords to perform searching

Some times, you want a candidate that has worked in the exact role you want to hire them for. An ATS can assist you in this case, since it uses keywords to perform its function. It browses through their key skills and titles to find the exact keywords and displays them on your screen. You can even use a combination of terms to strategically whittle down the number of candidates and find the right one.

Author: Editorial Team

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