Time spent on repetitive tasks is reduced
Utilizing an applicant tracking system (ATS) can free your HR team up to focus on important aspects of finding the best candidates. ATS software performs many administrative tasks associated with the hiring process. Automated tasks include, among others, scanning resumes, determining where candidates found job listings, sending emails, tracking candidates, and organizing candidate data.
Streamlining the applicant screening process
The time it takes to screen applicants can be significantly reduced with applicant tracking systems. In order to accomplish this. They automate the screening process, allowing only those applicants who meet the set criteria to proceed.
In essence, you input certain role requirements into the applicant tracking system (e.g., education level, skills), and the software then scans incoming resumes based on those requirements. An applicant is automatically moved forward in the hiring process if the ATS parses their resume and determines that it meets your requirements.
Hiring managers are able to communicate easily with applicants
Hiring managers can add notes and ratings to each interview in most applicant tracking systems. Using this data, hiring managers and interviewers can easily communicate and collaborate throughout the hiring process.
The process for applying is improved
Additionally, an ATS can streamline the application process and improve the candidate experience. Candidates can upload their information directly from their online professional profiles, so they don’t have to reenter it on multiple occasions.
Further, because ATS software is typically configured to send candidates notifications when their applications are received and whether they are being considered for the job, candidates can stay abreast of their progress and move on as needed.
ATS software has some drawbacks
In addition to the benefits, ATS software also has some potential disadvantages. In order to make an informed decision when deciding whether to use an applicant tracking system in your organization’s hiring process. You should be aware of these drawbacks. They are as follows:
- Candidates who are qualified may be overlooked. ATS software scans candidates’ information for set keywords as well as other relevant information listed in a job listing. Therefore, it may discount an applicant who does not include these keywords in their application. Applicants making a career change, for instance, may have little direct experience relevant to the job, but may still be viable candidates due to their transferrable skills.
- It is possible for technology to malfunction. As with all software, applicant tracking systems are subject to malfunctions. When an applicant tracking system rejects a resume that does not conform to the format. It has been programmed to recognize, that candidates’ applications may not be seen by hiring managers.
- Errors made by the user can negatively affect the system. The majority of ATS software requires manual configuration. A hiring manager may be required to enter keywords into the system before the system can scan for those keywords on applications. A misspelled keyword will not be detected by the ATS software, which may lead to missed opportunities.
Does applicant tracking software recognize different file types?
Word documents such as .docx and .doc can generally be recognized by ATS software. Plain-text resumes can also be accepted by most applicant tracking systems. You should choose an ATS that can also read PDF files since many candidates prefer to submit their resumes in PDF format. This will ensure that all candidates are thoroughly screened.
Parsing a resume means what?
Software for parsing resumes is available in many applicant tracking systems. In other words, the software is able to extract key information from resumes, regardless of how they are formatted. Another applicant’s skills may appear at the end of their resume while another’s skills may appear under their experience section. ATS software uses resume parsing to detect these skills in any place on the resume, ensuring each candidate is evaluated equally.