What is an Applicant tracking system

What is the purpose of an ATS software?

ATS software simplifies the recruiting process, making it convenient and efficient for employers to determine the best candidates. ATS applications can carry out tasks instantly, such as publishing jobs, processing via applications, and identifying the most qualified individuals. 

An ATS operates; 

• By advertising the same job posting to various employment boards with which it is incorporated.
• Examining applicant details uploaded to recognize those who most closely fit the job specifications.
• Converting candidate data from one software place to the next as a candidate progresses through the recruiting process.
• Enabling employers to submit automated notifications to applicants when applications are obtained.

How does an ATS function?

Applicants prefer simple and easy-to-use application procedures. The best applicant monitoring systems enable individuals to apply online from any device without logging in. Industries profit from a wider group of applicants, which can be instantly positioned based on knowledge and skills. During the hiring process, ATS makes it simple for users to provide responses and reports about an applicant. A few of these tools enable cooperation from a mobile phone, which is convenient for busy employers. The best ATS application screens and sorts resume using cutting-edge systems like natural language handling and artificial intelligence. This technology check resumes, search for keyword matches, and analyze information using other algorithms. Numerous applicant tracking systems also integrate with job boards, making job listings more efficient.

Advantages of applicant tracking systems

Here are some of the advantages of employing applicant tracking software;

• Decreased time spent on mundane tasks

Since ATS software handles several administrative duties linked with the recruiting process, implementing it can free up your HR team's time to focus on more essential facets of discovering the most suitable individuals. Browsing resumes, identifying where applicants discovered the job posting, email campaigns, candidate monitoring, and arranging candidate details are examples of typical activities that can be achieved by ATS software.

• Reviewing applicants quickly

ATS can drastically shorten the time spent on candidate assessment. They accomplish this by digitalizing the evaluation process, enabling only job seekers who meet specific requirements to pass via the framework.

• Employers can easily communicate with one another about candidates

Recruiters can provide remarks and evaluations for every applicant questioned in many ATS. This data can then be communicated with other recruiters or interviewers to facilitate cooperation and interaction all through recruiting process.

• Enhances the application process

An ATS can also help to enhance the applicant experience by streamlining the application procedure. For instance, this tool enables candidates to submit their details straight from their web profile, eliminating the need for them to re-enter that information repeatedly. Also, because the ATS program is regularly configured to inform applicants when their job applications have been obtained and if they are selected for a role, job candidates can stay updated on their status with a specific corporation.

Disadvantages of ATS software

Aside from the advantages, there are some drawbacks to employing the ATS application. The major flaws involve;

• Successful applicants may be disregarded

Since ATS technology searches candidates' information for specific keywords and other relevant data mentioned in a job posting, a competent applicant who does not include such keywords in their job application may be disqualified. For instance, an applicant seeking to make a career switch may have little past knowledge specifically relevant to the work but may be a suitable match due to transferrable skills.

• Technology can break down

ATS like any other application, can sometimes malfunction or have problems. For instance, the ATS tool may dismiss a resume that is not in the format its been configured to recognize, resulting in applicants' job applications being missed by recruiters.

• User mistakes can have a negative effect on how the system operates

A large percentage of ATS programs require manual settings. For example, employers may have to enter the optimum key phrases into the ATS before the tool can search applications for relevant keywords. If a keyword is unknowingly misspelled, the ATS application will not recognize the correct keyword, and viable candidates may be overlooked.

FAQs

Q1. What file types are supported by ATS?

Word documents, like .docx and .doc files, are easily recognized by the ATS application. Several ATS trackers will also recognize plain-text resumes. But because many applicants prefer to send their resumes in PDF document, you must select ATS tools that can review PDF files and verify that all individuals are checked.

Q2. What is resume parsing?

Numerous ATS include resume parsing technology. It refers to the computer's willingness to retrieve valuable data from applicants' job applications, even if the resumes are structured separately. For instance, one candidate's abilities may be listed at the bottom of their resume, whereas someone's expertise may be integrated into their experience segment.

Q3. How to pass the ATS software?

There is no one-size-fits-all method for passing ATS. 

Making it past an ATS and getting a job interview necessitates a well-crafted resume that considers both the ATS algorithms and the individuals pressing the button. Here's our most basic piece of advice for beating ATS;

• Customize your resume to the job advertisement.
• Match your resume key phrases to the job requirements to optimize for ATS search and rating algorithms.
• For optimum searchability, utilize both the long-word and abbreviation versions of keywords, such as Master of Business Administration (MBA) or Bachelor of Science (BSc).
• Employ the reverse-chronological order or combination resume format.
• Tables and columns should be avoided because they regularly lead to significant parsing mistakes.
• Use a classic resume font such as Arial, Garamond, or Georgia.
• Use of headers and footers is not recommended because the information may be lost or affect a parsing error.
• Employ normal resume section headings such as 'Work Experience.'