How ATS is automating recruitment industry
Published January 07,2017 2 years ago Posted By AdminReading Time: 4 minutes
Introducing ATS helping HR in resource screening
An applicant tracking system (ATS) is a software application that enables the electronic handling of recruitment needs. An ATS can be implemented or accessed online on an enterprise or small business level, depending on the needs of the company and there is also free and open source ATS software available. An ATS is very similar to customer relationship management (CRM) systems, but are designed for recruitment tracking purposes. In many cases they filter applications automatically based on given criteria such as keywords, skills, former employers, years of experience and schools attended. This has caused many to adapt resume optimization techniques similar to those used in search engine optimization when creating and formatting their résumé.
An ATS is not only the process to find candidates, in fact it is the whole process from finding the candidate to shortlisting them and finally hiring them.
With increase in hiring volume, whether the recruiting teams’ remains the same size or shrinking, interest in recruitment automation will only get stronger
It is proven fact that an Automated system or much better an AI can reduced the job of a manager by as much as 40%, cause In simple words a system can handle more CVs at a time than a human.
How does it work?
A system initiates upon the requirement of candidates or in simple words while a HR manager or recruiter person start searching for candidates for a particular job. After that the ATS takes the whole control to shortlist suitable result. Now obviously this is not that simple as it sound, so let’s go deeper in following paragraphs.
While a candidate onboard in an ATS system it first take all the possible details from the candidate. That include his/her resume, hobbies, social information, work experience, desire for next job, interests, achievements etc and save them to system. Now comes the tricky part it doesn’t only saves the data it also extract the keywords from that details, the whole of it and stores it to a keyword bank generated for each candidate.
The same is done for the Job. When a job get posted along with its data it extract the keywords and saves them to a keyword bank for that corresponding job.
Now while a person search for that job the ATS took all its keywords from the bank and match them to each of candidate’s keywords bank. The higher the matched keywords count the higher that candidate comes in the list of the result.
Then the HR or Recruiter person can Shortlist the candidate(s) or can directly ask for their profile view. Why requesting, the reason is to make it more secure in the user perspective. The candidate should be aware that someone is interested in his/her account and wanted to check it up. So the candidate can review the job, check the recruiter agency or company, and if all looks fine then approve the request.
In each of this action made ATS takes the responsibility to let the concerned persons know about it by notifications and/or mails.
Now a recruiter can review the candidate and if it fits for the job can ask for interview. The process of interview do not controlled by the ATS, however it manages the schedule for both sides Candidate’s and Recruiter’s. ATS takes responsibility to send mails and notice and even some valuable topic that might help the candidate for the interview. after the interview the recruiter will enter his/her ATS and update the status of the candidate, in simple work hired or not, and then the ATS again take the responsibility to aware the candidate about the result and complete the job.
So one can definitely see how it reduces the process and make it more user friendly and with all that make it look simple by taking all the responsibilities to itself.
Benefits of using ATS:
The benefits can be described in the following points:
- Significantly speeds up the sifting process. Thus vast amounts of HR’s time is saved. Keyword parsing and filtering reduces an otherwise time intensive task of sifting through applications
- Keyword matching and scoring helps find quality candidates
- Weeds out poor match candidates before the interview process begins
- Reduces ‘cost-per-hire’
- Eliminate duplication of effort by recruiters and synchronize all work activities
- Create and sustain a solid recruiting infrastructure
- Enhanced Business Development – Account Managers can market IT staffing services to companies
- Reduce advertising or agency expenses by building a database of active/passive candidates
- Online interaction with candidates – portals, web integration with careers pages
- Mass emails for referrals and to stay in touch with talented people
- Candidate, Client and Job-order profiles which can include resumes, scheduling, contact details, availability, timesheets, etc
- Reduces HR’s workload and thus allows HR to spend time on other activities
With a brief idea of the whole scenario is pretty evident that the whole requirement scenario has seen much of a makeover over the recent times be it Sweden, Lithuania or any other part of the globe. Cheers to good time.