6 ways for recruiters to use an applicant tracking system
When recruiting, finding suitable candidates and getting through them as quickly as possible is essential. With an applicant tracking system (ATS), recruiters can automate many functions. From job postings to sending initial emails—and save time.
But how do you know if your recruiter is using ATSs effectively?
Here are six ways they can use them:
When you’re running ads, it’s essential to know who’s clicking on your ads. If someone clicks on one of your ads and then fills out an application, that person has qualified for the next round of interviews with no additional work from you.
As a recruiter, it might seem like there are many ways to find this information: “Ah ha! They’ve submitted their resume!” But what if they clicked on a Facebook ad? Or perhaps they used another social media platform? How do we know which ones have been applied so we can contact them directly?
The ad delivery report is a great way to see which ads are getting the most clicks from potential recruits. Recruiters can use this information to determine which ads are most effective and to identify which applicants are most interested in using an applicant tracking system.
By tracking the number of clicks on each ad, recruiters can identify which ads are most likely to result in successful applications and use this information to improve their recruitment strategies. This all can be done with the help of an applicant tracking system.
An applicant tracking system (ATS) can be a valuable tool for recruiters, automating the job posting process and making it easier to keep track of applicants. However, using an ATS can also be complex and time-consuming, so weighing the pros and cons before deciding whether to use one is essential.
Some benefits of using an ATS include posting jobs to multiple job boards with just a few clicks and tracking which job boards generate the most applicants. It can automatically weed out applicants who don’t meet the minimum qualifications.
However, some of the drawbacks of using an ATS include the cost of the software and the learning curve associated with using it. Ultimately, whether or not to use an ATS is a decision that should be made on a case-by-case basis. If you think an ATS could be helpful for your recruiting needs, it’s worth taking the time to learn how to use it.
3. Use the ATS to Score Applicants
The ATS is a powerful tool that recruiters can use to score applicants and determine which candidates are the best fit for a position. By inputting data about each applicant, the ATS can generate a score that reflects the individual’s qualifications and experience. This score can be used to shortlist candidates for interviews or further assessment.
The ATS is an objective, data-driven way of assessing candidates and can be used to identify top talent that might otherwise be overlooked. By inputting data into the ATS, recruiters can save time and energy in the long run and make better hiring decisions.
4.Use the ATS to Keep Track of Your Hiring Process
The ATS is an excellent tool for recruiters to keep track of their hiring process. By tracking the progress of each applicant, the recruiter can see which applicants are further along in the process and which ones are lagging.
By keeping all of this information in one place, the recruiter can have a clear overview of the entire hiring process and make sure that nothing falls through the cracks. It can be helpful when you’re trying to stay organized and keep track of your progress.
5. Use the ATS to Communicate with Applicants
The ATS is a powerful tool for recruiters to communicate with applicants. By using the ATS, recruiters can easily keep track of applicant communications and ensure that all applicants are receiving the same information.
Additionally, the ATS can be used to send automated messages to applicants. It can keep them updated on the status of their applications and provide them with important information about the hiring process. By using the ATS to communicate with applicants, recruiters can save time and ensure that all applicants are kept informed throughout the hiring process.
6. Use the ATS to Make Hiring Decisions
Applicant tracking systems can be helpful when you’re trying to make hiring decisions. With an ATS, you can see all the information about an applicant in one place. This can help you compare applicants and make the best decision for your company.
If you want to find someone with at least three years of experience in your industry but only want experienced candidates who live within 25 miles of where you are located, then you can do this by creating two separate searches on your ATS. One looks for people with less than three years of experience and another looks only at people who reside within 25 miles of where they’ll be working as an employee/intern/consultant etc.
An applicant tracking system can be a valuable tool for recruiters to fill future job openings. By tracking the performance of applicants, recruiters can identify which candidates are the most likely to be successful in a given role.
This information can then be used to target those candidates for future job openings. Additionally, an applicant tracking system can help to identify patterns in applicant behavior.
For example, if a particular type of applicant tends to be unsuccessful in a specific role, the system can help to remember that pattern. The recruiters can then avoid targeting that type of applicant for future openings.
There are several ways that recruiters can use an applicant tracking system to their advantage. First and foremost, an ATS can help to streamline the recruitment process by automating various tasks such as job posting, candidate screening, and interview scheduling.
This can save the recruiter considerable time and effort, allowing them to focus on other aspects of the recruitment process. Additionally, an ATS can provide valuable insights and data that can help improve the recruitment process’s efficiency and effectiveness.
For example, an ATS can track the number of candidates that apply for a particular job, the number of candidates that are screened, and the number of candidates that are ultimately hired. This data can help to identify areas of the recruitment process that may need to be improved.