Here are the top 12 reasons why applicant tracking systems are so effective

To save time on recruiting, an applicant tracking system seems like a good idea. However, there could be some downsides, like possibly losing out on good candidates. Can you describe the advantages and disadvantages of using this type of recruitment solution? 

It is difficult for hiring managers and recruiters today to sort through hundreds of applications and find the proverbial needle in a haystack. The use of applicant tracking software, such as Applicant Tracking Systems (ATS), can greatly assist recruiters in identifying the “perfect candidate” quickly and efficiently.

Utilizing an applicant tracking system can help you evaluate the best candidates and make sure your personnel is utilized efficiently. By taking advantage of these benefits, your company can achieve its goals and improve operational efficiency.

The costs associated with administrative tasks are reduced.

You can save time and free up your recruiters by automating aspects of the recruiting software. Recruiters can automate the posting of jobs across multiple job boards, tracking applications, messaging candidates, and arranging interview feedback. In addition to reducing the amount of time it takes to complete these tasks, standardization will also improve their quality.

Recruiters screen resumes and CVs. 

When recruiters receive hundreds of resumes per position, scanning resumes can take a considerable amount of time. A candidate tracking system allows you to review applications and eliminate candidates who do not meet the requirements of the job. The number of resumes recruiters need to review can drastically reduce by using pre-screening questions or word searches within resumes. Therefore, recruiters can devote more time to higher-value items rather than recruiting.

Increasing the speed of the recruitment process.

Since recruiters are able to easily review candidates’ information in one place, it results in a reduced cost-per-hire as they can more easily compare the candidates. All communication, including notes, interviewer ratings, cases, and more, is centralized, simplifying and speeding up the evaluation process.

It is improved in terms of hiring quality.

By using an applicant tracking system, you can streamline workflows as well as hire more efficiently. Posting on job boards with standard messages helped you attract more candidates. Additionally, you used automatic matching and filtering to weed out unqualified candidates. In order to reap these benefits, recruiters and stakeholders needed time saved to evaluate candidates in-depth and gather more insight into their strengths and weaknesses.

Reporting and compliance improve.

By failing to comply with the recruiting process, you can ruin your brand and business. It is easier to stay compliant when recruiting software standardizes the hiring process and communications. The end result will still be that you need to develop standards for the software, and all users will adhere to those guidelines. Compliance standards or recruiting performance can be easily reported when all the relevant data is collected in one place. Using automated dashboards, management can monitor recruitment performance easily.

Spreads awareness of the brand.

You need to streamline your recruiting workflow and messaging if you want to attract top talent.

The onboarding process has improved.

Streamlining the onboarding process is possible during the recruiting process. The faster you onboard the right candidate, the more they can focus on improving your business. In order to create a great new hire onboarding experience, it is necessary to centralize things like tax forms, new hire packets, IT setup requests, etc.


Good candidates may weed out.

If your recruiting software recognizes keywords around roles and responsibilities, it might filter out qualified candidates who have atypical experience or don’t match the keywords you are looking for. You can refine your filter by using a quality assurance process and taking into consideration your filters in order to reduce the number of good candidates filtered out. Because manual review can also occur, automation is often more effective than manual review in many cases.

The level of personalization in communications is decreasing.

By automating responses to candidates, your messaging will be less personal. Taking the time to construct a communication can make it feel more personal. It’s better to send a less personalized message than not to communicate at all.

Salary and benefits that are competitive

In order to motivate employees externally, firms should offer competitive salaries. The employer must also provide incentives to attract top talents, such as health benefits and bonuses. By tying employee rewards to company performance, you can motivate your employees to perform better and grow with the company. Compensation packages like these do not deter employees and you have a better chance of attracting and retaining top-level employees. The company will grow together.

Development of the profession

When an employee feels that he cannot grow within the company, he is more likely to leave for better opportunities. To retain your top talent, you have to provide them with opportunities for learning and development, such as skill development and career advancement. A good employee tracking system will enable you to keep track of employees’ development and you can build a road map for each employee with this information. Managers should notify interviewees of their company’s career development opportunities during the interview process.