By Guest Author(Swetha Naidu)
Organizations that proceed to control and screen CVs manually are losing valuable time that should be used in employing the best candidates in position to hire top talent. Centralizing all the candidates’ data in one single platform and conducting an initial screening of the incoming applications to signal the genuine prospective candidates are just some of the essential benefits an ATS can contribute
Running an efficient recruitment approach highly depends on the strength of an organization to implement more modernized and flexible processes that allow recruiters to focus and spend more time on what values the most: engaging with top talent.
Having in mind that a job proposal receives on average 250 applications, from which only 4 to 6 applicants move on to a face-to-face interview, it’s clear to know why an ATS comes in handy. Here are some of its significant benefits:
●The decrease of time spent with administrative tasks;
●More substantial and Accelerated CV Screening;
●Pre-Employment Assessment Integration;
●Collaborative Hiring Facilitator;
●Overall Development of feature of Hire;
● Recruitment Cycle Modulation;
●Genuine Cost Management;
●Employment Brand Boosting;
●Candidate Experience improvement.
But when the time comes to mainly choose and execute an Applicant Tracking software, you may find yourself overawed by all the clarifications out there in the market.
It’s essential that you have a definite idea of which features you need to enhance your recruitment process so that you can decide wisely.
Today’s article is mainly about the list of the various added value features you should watch for in an ATS.
●Critical Features for an Effective Recruitment
There are tools for automation of candidate classifying, ranking and information, that any Applicant Tracking System should have. And then, some plus points can contrast your recruitment processes results, that you’ll only find in more exceptional HR solutions.
●Job Posting to Various Job boards
Gone are those days when newspapers were the whole opportunity for job advertising. Nowadays, job seekers mostly look for job openings almost entirely on the internet. Although it is comfortable for candidates to have the way and connect to various offers, the truth is that it performs its way more challenging for employers to stand out from the game.
So, it’s essential to be able to publish job listings in the right places to target the best candidates. For which, you need to use an Applicant Tracking Software that helps integration with the most proper job boards and professional networks.
●Fully- Branded Career Page
To draw and hire more candidates you require a fully-branded, mobile-friendly, combined Career Page where your job listing is automatically refreshed, and candidates can quickly apply when and where they find it more comfortable.
This is not only a complete way of collecting job applications but also it is a way to promote your employer brand and drive brand image texture right from the start of the candidate journey.
Job boards aren’t the only site on the web where considered talent views for job openings. Social media is also a very great cause of applicants. Thus, your organization must adopt an Applicant Tracking System that provides leveraging social media channels to draw more candidates.
●User and Mobile-Friendly Job Employment Forms
Most job seekers use mobile devices to explore for and apply to a job and use flexibility in the process. The simpler you make it for candidates to apply, the further they’ll finish the application process. Thus, becoming mobile and user-friendly application forms is necessary to attract better candidates.
Having a good CV parsing feature is always a must, not only to support candidates apply faster but also to organize and standardize candidates’ data on the ATS for the recruiters to analyze. It’s also necessary to allow candidates to upload a CV to the application form quickly or to locate and import a LinkedIn CV, for example.
●Automated Candidate Screening
It preserves recruiters a considerable amount of time to become an AI-based screening of all incoming applications. Applicants that don’t meet least job requirements can be automatically screened out of the method and recruiters can concentrate on the best candidates. This AI-based process is more stable and fast than standard screening.
Pre-employment assessments are a tremendous tool to help recruiters find the best candidate for a particular job, as it has been shown that personality greatly influences an employee’s job performance.
By using an Applicant Tracking System that gives an integrated personality test, recruiters can do evidence-based recruitment, evaluating each candidate’s core character traits and whether he or she would be an excellent fit for your team.
Pre-recorded video interviews also help recruiters recognize in an early stage who the best candidates are, as it gives more relevant data than a screening call or a CV alone. By using a pre-defined set of issues, it’s possible to get structured and similar interviews that present a holistic picture of candidates.
Exactly like the personality test, this is another add-on which allows recruiting candidates based on abilities, and not CV only.
●Automated Email Communication
Candidate engagement is one of the most significant pain points in recruitment. Manually communicating with almost hundreds of applicants may be humanly tricky, but with an Applicant Tracking System, recruiters can send personalized mass emails to all candidates, in all the hiring stages.
This will present a better candidate experience and boost employer branding externally exhausting recruiters’ time. Besides, if you use a system that combines email templates for scheduling video or in-person meetings and provides application follow-up, you’ll save time and hold candidates continuously engaged until the conclusion of the recruitment process.
●System Recruiting Workflows and Collaboration
Custom recruiting workflows and collaborative hiring methods can improve performance and feature to your recruitment process. So, it’s necessary to use an Applicant Tracking System that allows recruiters to set up the workflow for a specific job and have easy access to the job opening status (how many candidates received.
Candidate ranking, Information registry, etc.). It’s also great that it includes collaborative features such as candidate profile rating, discussing and sharing, for the probability of getting a good hire is higher when more ideas are taken into evidence.
●Candidate Database Search
Getting candidates in your CV database is something you must ask from your Applicant Tracking System provider. Powerful searching and filtering characteristics allow recruiters to easily do quests based on standard fields or keywords and custom tags attached to the candidates’ profiles. This frees time and increases recruiters’ efficiency.
Finally, including recruiting activities is critical to understand how the recruitment process is working and to get insightful data to help continuously evaluate and improve it. Hence, having a user-friendly analytics dashboard is always a great recruitment management feature.
Choosing an Applicant Tracking System that offers a system, interactive and real-time statements to have an accessible introduction to your numbers and present a first-class recruitment process.
Powering up your recruitment method to draw and ensure top talent is an investment that brings an eternal return. Although, you must analyze market options thoroughly before selecting to buy an Applicant Tracking System.