Technology has permeated in all segments of industries, and staffing industry is no exception! It’s no surprise that the conventional leading source of innovation in HR has also influenced the area of recruiting. It has been long realized that, in the fierce competitive ecosystem, to zero in on the best talent, technologies can help source, drive, engage, assess and recruit the right talent reducing cost and keeping agencies in pace with the development.
Traditional Applicant Tracking System
Until few years, staffing agencies were all using their manual expertise or very old tools to track potential candidates for vacant positions. Even if a few agencies used ATS tools, they would post job ads to job boards or social channels manually. The ATS was in place, but still lot of processing required manual dexterity like searching for right candidate based on keyword research.
In addition, the agencies would manually browse the job boards and candidate databases, and call them individually to inform them about the posting or set up interview dates and times. One staffer would read the CVs received in response to the single job posting, which in itself was a full work week task. It was highly time-consuming and tiring. The productivity level was too low compared with today’s automated ATS.
Modern Applicant Tracking System
Leaving tradition behind, the recruiting-technology landscape has added several new aspects and innovative features, making ATS the core of recruitment industry. It has embraced multiple processes of accessing and distributing, and is exploiting many conventional consumer-oriented approaches, too, in the genres like social networking and video streaming. Given all these developments and innovation, it has become extremely easy for an HR leader to stay up to date.
Each year brings a heightened bar for the candidate experience, along with the success of recruiters. Let’s have a sneak peek at the improvements that ATS has brought in recent years to push the functioning of staffing agencies to next level of excellence and automation.
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Automation done with fewer resources. The cloud has changed the entire landscape of the recruitment industry. A flexible cloud-based ATS can automate much of the HR hiring process. It can automatically post the well-drafted job posting to multiple job boards and social media job portals. In addition, when candidates respond, automated messages would update them about the status. It can help you work with less human resource involved in the recruiting task.
More filtered data in less time. After posting a job, you can get various responses to pour in. It may be tough to handle the volume of candidates, but an automated ATS can help you handle the volume of digital resumes, weed out applicants that aren’t fit and process for further consideration those candidates that are suitable to the specified job posting.
Saves time, effort and money. Apart from resume scanning, the ATS saves time on manually posting your job ads to various job portals and other social media sites, leading to proficiency and cost savings.
Develops a recruiting roadmap. After narrowing the candidate pool and refining your screening processes, you’ll only be given with volume of suitable prospects for the available position. The candidates who are not suitable or can’t accept the position this time are kept in the recruiting process to be tapped for future recruitments. A great time saver when you are in the recruiting for a same position in the future.
MORE: Improve the data quality in your ATS
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Be careful of applicant tracking systems if you’re a job applicant! Otherwise they’re pretty cool. This guide https://goo.gl/dguEvg gives a really good overview of everything you need to know about ATS.
[…] candidate information. But they still placed job openings to job boards manually. Companies would read through applications and resumes looking for keywords and experience to find the dream candidate. Although it was easier […]