In recent years, the ATS has emerged as a viable—and convenient—solution to hiring. Rather than having to manage candidate tracking and communicate across disparate systems, staffing agencies now have the option to centralize multiple hiring tools in a single platform.
But what is an ATS, and how is it used? ATS software (or Applicant Tracking System software), automates and streamlines the hiring process. It’s primarily used by human resources professionals and recruiters to manage job applications and candidates. This type of software is designed to make the hiring process less labor-intensive.
The core functionality of an ATS is the ability to organize and sort applications, filter out unqualified candidates, and manage communication with applicants. ATS software can scan and parse resumes and keep track of applicants as they move through the hiring pipeline. An ATS can also automate posting job listings to multiple job boards and social media platforms.
This software often integrates with other HR and onboarding software, creating a seamless transition for new hires from the application stage to their first day on the job. ATS platforms also provide analytics and reporting to help companies better understand their hiring process, identify any areas of inefficiency, and make data-driven decisions.
While many larger companies invest in robust, paid solutions, there are also free ATS options available for small businesses or those on a tighter budget. These free versions may offer limited features and support, but still provide essential functions like resume parsing and communication management.
Ultimately, an ATS brings a comprehensive approach to the table, emphasizing efficiency, organization, and data-driven decision-making. An ATS can be particularly valuable in the current competitive job market, where a swift and streamlined hiring process is often the difference between securing top talent and missing out.
Loxo brings the power of an ATS, a CRM, and outbound recruitment to the table in a robust talent intelligence platform, making it easier than ever for recruiters to manage the hiring process. This is key to succeeding in today’s saturated job market, where sourcing the right candidates is more challenging than ever.
So what is ATS software used for? More specifically, what is an ATS in recruitment? ATS stands for applicant tracking system and refers to a software suite that combines multiple tools to help hiring managers and recruiters track candidates. With an ATS, they can access detailed information about each candidate and communicate seamlessly with job seekers.
The following applicant tracking systems list of use cases demonstrates the wide range of applications for ATS software:
ATS software allows for quick and efficient job posting across multiple channels. Companies can create a job listing and distribute it across job boards, social media platforms, and even the company’s own career page, all from one centralized location.
With ATS software, HR professionals can collect and organize resumes in a central location. This eliminates the need for physical file storage or disorganized email inboxes.
One of the most beneficial features of ATS is its ability to screen and rank resumes based on certain criteria. The system can automatically scan resumes for keywords and phrases related to the job description, then rank applicants based on their qualifications.
As the name suggests, tracking applicants is a primary function of an ATS. The system can keep track of where each applicant is in the hiring process, from initial application to job offer or rejection. It ensures that no candidate falls through the cracks.
Coordinating interviews can be a logistical challenge, especially when dealing with multiple interviewers’ schedules. ATS software can help by providing a central location to track interviewer availability and schedule interviews.
The best ATS provides valuable data. HR teams can pull reports on various metrics, like time to fill a position, sources of the best candidates, or where candidates drop out of the hiring process.
Viewing ATS examples is a great way to learn more about how these features work in practice.
There are several different types of ATS software, each with their own unique features and functionalities. The following is a list of ATS systems most frequently used today:
These systems are designed for use by in-house recruiting and HR teams within larger organizations.
Staffing agency systems are tailored to the needs of recruitment agencies. They have similar functionality to corporate ATS but often include additional features such as client management tools.
Unlike systems for large enterprises, small business systems offer a simpler and more straightforward interface while still covering essential functions.
These robust, feature-rich systems are designed for large corporations with complex hiring needs. Enterprise ATS examples often include advanced analytics, extensive integration capabilities, and customizable workflows.
ATS software is not without its limitations, however, and it’s important for businesses to use them with this in mind. Here are a few problems users may encounter when working with an applicant tracking system:
An ATS can sometimes over-prioritize keyword matching, resulting in potential top candidates being overlooked because their resumes do not contain the exact keywords used in the job description.
While ATS can automate much of the recruitment process, it may reduce personal interaction with candidates. This could potentially lead to missed opportunities to connect on a more personal level.
Although ATS software can handle a wide range of recruitment tasks, it may not be flexible enough to adapt to unique hiring scenarios.
Loxo helps address these challenges by providing users with a robust tool set that allows them to maintain consistent communication with candidates and easily match applications based on desired criteria. Also, unlike most other ATS software, Loxo provides seamless flexibility by keeping databases up to date and growing alongside users’ needs.
Building an efficient and effective tech stack is crucial for recruiters to streamline their hiring process and improve the overall candidate experience. To find the best applicant tracking systems for recruiters, they should consider the organization’s size, industry, hiring needs, and budget.
To start, it can be helpful to make an applicant tracking systems list that includes various options that offer different features, integration capabilities, and pricing models. Because an ATS serves as the cornerstone of a recruitment tech stack, it’s important to find something that fits your budget and needs, whether you’re a small company or a large organization.
For example, the best applicant tracking systems for small businesses prioritize cost-effectiveness and ease of use. Free or freemium versions offer the essential features needed for managing job postings and tracking candidates, and they typically have intuitive interfaces that do not require extensive training to use.
The best ATS systems for large companies, by contrast, are typically those that provide more advanced features. Large businesses might require software that can handle high volumes of applications and integrate with other HR tech.
Regardless of the company size, the best ATS systems offer user-friendly experiences for recruiters and candidates alike. With these platforms becoming more advanced by the day, candidates often wonder how to beat applicant tracking system software. Recruiters should thus remember that while ATS can be used as a valuable aid, it should not replace human decision-making in the hiring process.
What is an ATS in recruitment? In a nutshell, applicant tracking software allows recruiters to more easily track and manage applicants as they move through the hiring process. The benefits of these systems for recruiters and HR teams are extensive. From streamlining hiring to improving candidate experience, an ATS for recruitment serves as an invaluable tool.
Perhaps most importantly, it can significantly improve hiring efficiency. With an ATS, HR teams can automate many time-consuming tasks. This allows HR professionals to focus their attention on more strategic and high-value activities, like engaging with candidates and developing better hiring strategies.
An applicant tracking system also provides a centralized platform for all recruitment activities. HR teams can keep track of job postings, applications, candidate communications, and interview schedules in one place. This prevents important information from getting lost and helps ensure a smooth and organized hiring process.
Finding the best ATS for your business may be easier said than done, but by outlining your needs and must-have features, you can more easily narrow your options. For instance, if you tend to interview a lot of candidates over a short period of time, you might consider making an ATS systems list of platforms that offer advanced interview scheduling features.
The following ATS examples illustrate the various use cases for applicant tracking software and how different types of companies in different industries can leverage it to enhance hiring:
A newly founded tech startup is rapidly expanding and needs to hire many new employees in a short period. They use an ATS to post jobs to multiple platforms, filter and rank received resumes based on relevance, and schedule interviews with the most promising candidates.
A multinational corporation with thousands of employees uses an ATS to manage their complex hiring needs. The system helps them keep track of numerous job openings across different departments and locations.
No matter your industry, ATS software can be invaluable for simplifying the hiring process. Platforms like Loxo make it even easier to source top candidates, bringing both ATS and CRM software together to centralize information and create a better experience for everyone involved.