According to Capterra, 75% of recruiters and talent managers use recruiting software or an applicant tracking system (ATS). This rate shows that while many employers are leveraging technology to improve the candidate experience and create efficiencies, others may still be exploring which solutions are feasible and effective. Specifically, employers may be considering using an ATS throughout the recruiting and hiring process. Such software can come equipped with capabilities ranging from simple database functionality to a full-service suite of tools that helps businesses of any size filter, manage and analyze candidates.
Organizations use ATS software—often cloud-based—differently based on their industry and candidate needs to manage their applicant pool. Generally, an ATS offers various functions, including the following:
- Sourcing for qualified or ideal candidates; resumes may even be scored based on keywords, relevant job titles and other factors
- Collecting and storing candidate resumes
- Engaging candidates by providing quicker responses and touchpoints during the recruitment process
- Automating everyday recruiting tasks, such as posting jobs and sending notification emails as candidates progress through the process
- Optimizing the onboarding process
Today’s workers expect a digital, engaging and straightforward application process. ATSs could help employers match the pace of change and workforce demand and potentially recruit more qualified candidates. Thus, the right ATS for an organization could save money in the hiring budget and improve the net hiring score.