3 ways to Ensure Your Applicant Tracking System is Not a Negative for Applicants

We recently worked with a HR manager in the food services. She shared with us that applicants complained about their recruitment processes, particularly the ATS.

A scientific study conducted by Halden Ingwersen in Capterra, indicates that applicants loathe re-entering information that is on their resumes. They think ATSs are flawed and that if you’re using an ATS, you value keywords on the resume more than candidates having the right skills. There are even plenty of articles out there telling applicants how to tailor their resumes to “beat the ATS” system.

But when used correctly an ATS can be a great, positive experience for recruitment managers and applicants. Recruitment is most successful when you fill a position with a great candidate. Not all systems are created equally. As much as we want to cut down the time it takes to manage applicants, it is also important to be “involved” in the process.

Here are 3 ways to make sure your ATS makes life easier for BOTH hiring managers and applicants:

Automate what you can, but stay involved with what REALLY matters.

Yes, it makes sense to automate job listings to different websites/job boards or send out standard replies for applicants during some stages of the process. But don’t rely on keywords to choose the best applicants. You don’t want to dismiss potentially great candidates because they don’t use the exact same words on their resume that you program into the “system”. We’ve all hired gold employees that could easily have been missed without experienced human eyes and intuition.

Don’t make applying through your ATS a chore.

What exactly is your ATS asking applicants to fill out? Is it asking the same questions most already have listed on their resumes? Is it asking questions that are too open and require wordy responses? Make it easy for applicants to apply. The system should be simple and intuitive using a combination of question types and drop down responses.

Keep it simple.

Don’t go overboard trying to capture every single piece of information from candidates. Rather, you need to focus on what is important information that you need to find out about candidates for this job – and to help the recruitment manager to make decisions on who is most likely to be a great fit. Candidates get frustrated when they have to “keep jumping through hoops”. So, minimise the number of steps in the recruitment process. No one likes wasting time – recruitment managers, nor applicants.

An ATS can be an important and useful tool in the hiring process. However, it is critical to understand that how you hire impacts who you hire and to make it a great experience for them

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform (ATS) that also incorporates Automated Video Interviews.

We do not utilise AI technology to screen resumes, thus ensuring that potential “gold candidates” are not discounted immediately.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

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