Now that I’m in the Human Resources industry and get the opportunity to speak with people in HR every day, I understand that the same triumphs and frustrations I had on my end of ATS were reciprocated on their end.
People in Human Resources need their ATS to organize the best candidates, put them into workflows, automatically send out rejection letters, and give them data on hiring efficiency. As people in Human Resources get more and more responsibility within their organizations, it’s crucial their software takes the busy work out of their job. That’s what well designed and engineered ATS does.
Let’s walk through the features of cutting edge applicant tracking.
Automation - cutting out the busy work
People in HR don’t have the time to weed through each application for a job posting. ATS helps by grouping or eliminating duplicates and multiple applicants. If you’re at a company that wants the best talent to apply for your job, you’re going to post the job on as many sites as possible. Applicant tracking can recognize all these sources and aggregate the applications in one easy to navigate dashboard.
A huge aspect of the hiring workflow is scheduling.
- Who’s the candidate?
- Who’s conducting the interview?
- When is it?
- What questions will be asked?
- What stage of the workflow is this person at?
ATS can keep track of all of these events in a calendar that’s easily accessible for everyone part of the hiring process. This ensures that onboarding talent is an efficient and delightful process for all involved.
User interface and experience need to be intuitive for both users
What I was talking about applicants needing easy to access ATS definitely applies to HR people. An ATS that compiles a bunch of resumes and information is useless if it’s impossible to navigate. Hiring managers need a dashboard showing top candidates, stats on hiring processes and the ability to see how many people are in each phase of the hiring workflow.
An extra step that isn’t thought about too much but can make HR people’s life that much easier is an onboarding feature that allows a hiring manager to ‘flip the switch’ on a candidate when they’re hired, importing all pertinent info into their payroll/HRIS system.
Needs to have custom requirements or flags to make the best resumes float to the top.
Applicant tracking can help out people in HR by making sure they only see the resumes they’re interested in. How is this possible? When the end user creates a job posting, they have the ability to check certain questions or information that will result in automatic rejection; any and all resumes that pass all the flag checks move on to the user’s dashboard.
Improve efficiency of hiring – charts and data to reflect that
Everyone wants to know how effective their hiring processes are.
- Is it taking too much time?
- Is there a lot of turnover?
- Are we attracting the best talent possible?
- How can we improve our hiring?
Applicant Tracking Systems can answer these questions and more with analytics and reporting on data crucial to hiring improvements..
As Human Resources becomes a bigger and bigger role in all companies, software they use needs to keep getting better. Modern ATS is already there, allowing companies to smartly and efficiently hiring the best talent available.
To find out more on how Dominion’s Applicant Tracking System can optimize your hiring goals, watch our demo here.