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All You Need To Know About Applicant Tracking System (ATS)

All You Need To Know About Applicant Tracking System (ATS)

Employers first used applicant tracking systems (ATS) to scan paper resumes and enter them into a database. They left a lot of space for improvement, like other technologies that evolved to duplicate analog ways of doing things.

The procedures were bureaucratic, cumbersome, and difficult. 

The goal was to create a custom database that mirrored old-world paper and filing operations. The term “clumsy” was frequently overheard. 

The ATS was akin to rudimentary customer relationship management systems (CRMs) in its early years, which aimed to provide extremely basic resume screening and track an applicant’s progress through the recruiting process.

The ATS, like CRMs, began as digital Rolodexes and grew into the cloud-based powerhouses that they are today. 

There are a variety of ATS software solutions available today, some of which focus on automating as much of the hiring process as possible, and others that assist the hiring manager in making their judgments.

From establishing an employer brand and better application forms to resume processing, automatic retrieval of candidates’ public profiles, and scheduling interviews, the ATS has become a vital part of every stage of hiring. 

Companies may now use recruiting analytics and reporting tools to gain a better knowledge of the hiring process and make adjustments that have a significant impact on the bottom line.

The goal of this applicant tracking system guide is to assist you to understand your requirements as thoroughly as possible so that you can make an informed decision about recruitment software.

What is an Applicant Tracking System (ATS)?

In its most basic form, it alleviates well-known recruitment problem points.

It is a software or tool that helps employers in creating a repeatable, systematic hiring process, from posting a job to having an offer letter accepted.

Advantages Of Applicant Tracking systems

According to most recruiters, at least half of job seekers lack the fundamental requirements for the positions they want. 

Employers needed a mechanism to cope with the deluge of useless resumes, so applicant tracking systems were invented.

To find potential candidates, today’s ATS systems check for keywords, employment history, and college records. 

The best ATS on the market today will remove the data entry out of your hiring process, allowing you to focus on the more difficult human question of who you should hire and work with.

You won’t have to juggle spreadsheets, emails, and complicated filing systems if you use recruiting software. 

An applicant tracking system has the advantage of providing seamless and configurable collaboration tools that keep you in the loop at all times.

Employers benefit from applicant tracking systems because they provide a business process to follow during the recruiting process which are:

  • Automate job board posting, resume submission, and pre-screening to save time on recruiting.
  • With established measurements and access to a pipeline of previous successful applications, you can attract superior candidates.
  • Streamline your hiring process so you don’t have to reinvent the wheel every time.
  • Keep you on the right side of the hiring laws.
  • Better screened and qualified individuals will give you a jump start on employee retention.
  • Ensure a memorable and tailored applicant experience.

How To Choose The Right Applicant Management System

When comparing applicant tracking software, one of the first considerations to consider is whether you want an applicant tracking software solution installed on your server or hosted by your software vendor. 

Software as service providers (SaaS), organizations that host software on the cloud and provide it as a service online, have recently surpassed the previous method of purchasing “on-premise” software.

Benefits Of Saas: 

  • Accessible from anywhere with an internet connection, with some SaaS applicant tracking systems including mobile features for on-the-go recruiting.
  • There are no server set-up costs.
  • Updates to the program are the vendor’s responsibility.
  • It does away with the requirement for an IT department.

The worst-case scenario for every expanding company that invests in the best applicant tracking system for their needs is that the vendor goes out of business. 

Yes, this has happened: several companies have had their ATS shut down. 

In this scenario, due diligence entails asking the correct questions regarding the vendor’s viability.

An open-source applicant tracking system is still another option. 

The benefit of this option is obvious: it’s free, and you have complete control over the software. 

What’s the catch, exactly? 

Do you wish to rebuild software or manage your hiring? 

You’ll have trouble installing, running, and integrating one of these systems unless you’re tech skilled or have an IT team that can afford to spend the time and there is no specific help to turn to when you run into those issues.

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