Categories: What Is ATS
It's important to know what to look for in ATS software to avoid making a switch. Things like keyword searches, data storage, filtering and search functions, and task and timeline tracking can all be incredibly valuable to an HR department that wants an easier and faster way to evaluate candidates.
Here's what you should pay attention to as you check out the different options available to you.
When you find a resume, you want to be able to quickly ingest and store the resume within your ATS. Resume parsing can automate the process of extracting the key information from your candidate's resume and storing in the ATS efficiently for processing. This is a killer feature and can save a tremendous amount of time for your sourcing team.
Effectively, resume parsing takes a document like a Microsoft Word or PDF version of a document, and scans the content looking for key attributes like the candidate's name, contact info, education and experience, and saves them within the ATS applicant database under those fields. Effective resume parsing makes finding the right candidates in your database easier in the future.
When you receive resumes, you want to be able to find candidates with specific experience. ATS keywords can help you find those candidates without having to scan every submitted resume individually. This can save a lot of time and frustration for HR teams.
Essentially, an ATS keyword is something you’ve designated as a requirement for the position. For example, if you need a developer with experience using a specific type of database software, you’d enter in the name of that database software program in an ATS keyword search to pull up those resumes.
This feature is useful if you want to be a little bit more hands-on with reviewing resumes. There are filtering features that will automatically include resumes that have certain keywords and send those resumes to you for review.
It’s important that your ATS can store applicant data for future reference. This can be especially useful if you receive resumes from candidates who might be a perfect fit for another position at your company.
The ATS can collect this applicant data directly from the applicants themselves, or you could use a tool like BrightMove that integrates with Google Sheets. For example, if a resume comes in for a java developer position, but the candidate has more experience in mobile application development, Recruiting could note that and revisit the resume when a suitable position opens up.
Storing this data also helps keep you organized. By keeping all your candidate data in one place, you don’t have to search through old emails or dig through notes to find what you need to make a decision.
In addition to keyword searches, ATS filtering functions can help HR professionals zero in on candidates who might be a good fit. Filtering automatically excludes resumes that don’t have certain keywords related to the job.
With this type of functionality, HR teams can completely bypass searching individual resumes by keyword. They can also set the ATS to send them resumes that have multiple keywords, like college majors and software programs.
A critical aspect of the hiring process is responding quickly to potential candidates. If you wait too long to extend an offer, the ideal person for the job may accept a position at another company.
Using an ATS with progress tracking lets you set deadlines and see how long each task has been open. One of your tasks might be to set up an in-person interview. With ATS timelines, you can check to see how long it’s been since your last contact with the candidate and how much time has passed since you started trying to schedule the meeting.
Progress tracking is also important for figuring out how long it takes to fill a position in your organization. When you’re able to see how long a task is open, and what tasks are open the longest, you can identify bottlenecks and speed up the hiring process so that you don’t miss out on the best candidates.
Ultimately, when you’re looking for an ATS, take into account what your own organization’s hiring process looks like and identify what you want to accomplish by using an ATS.
Then, match your HR goals with the different features offered by various applicant tracking systems. Depending on how complex your hiring process is, you might not need an ATS with a lot of bells and whistles. Take the time to test different user interfaces and make sure that your top choices are intuitive enough for the entire HR team and other stakeholders to use.
Pay attention to the features listed above. They are essential and will be very useful as you sort through resumes and take candidates through your hiring process, all the way to onboarding them as new employees. These considerations will help you choose an ATS that will last a long time and speed up and simplify your hiring process.
When looking for an ATS software, you should look for features like keyword searches, data storage, filtering and search functions, and task and timeline tracking. These features can help you streamline your hiring process and make it easier to find the right candidates.
Resume parsing is a process that takes a document like a Microsoft Word or PDF version of a resume, and scans the content looking for key attributes like the candidate's name, contact info, education and experience, and saves them within the ATS applicant database under those fields.
Keyword searches can help you quickly and efficiently find candidates with specific experience. You can enter in the name of a specific skill or program that you need for a position, and the ATS will pull up resumes with those keywords.
Data storage in an ATS can be used to store applicant data for future reference. This can be especially useful if you receive resumes from candidates who might be a perfect fit for another position at your company.
Progress tracking lets you set deadlines and see how long each task has been open. This way you can quickly respond to potential candidates and make sure you don't miss out on the best ones.
he best way to choose an ATS is to take into account your organization's hiring process and identify your goals for using an ATS. Then, match your HR goals with the different features offered by various applicant tracking systems. Finally, test the user interface to make sure it is intuitive enough for the entire HR team and other stakeholders to use.
About the Author, Jimmy Hurff
Jimmy is a seasoned technology executive & entrepreneur noted for leading business transformations. Over his 25+ year career, Jimmy has developed multi-platform expertise in the domains of engineering, data analytics, security, compliance & business transformation. Starting in 1995, Jimmy worked with his best friend, David Webb, to develop one of the world's first Internet job board and resume bank applications. From then to now, Jimmy has been consistently helping his customers to build great teams, using best practices and world-class technology.