What seemed impressive five or ten years ago may no longer serve its purpose, and the ATS (applicant tracking system) is no different. Upon acquiring a new product or implementing a new system, you often realize how essential its features are, wondering how you managed without them for so long.
A new ATS will affect candidates, recruiters, hiring managers, business leaders, and prospective employees alike. Let’s find out some challenges and how they impact individuals.
1. The application procedure is excessively time-consuming
When candidates are required to generate a password and reconstruct their resume tailored to your system, they’re less likely to apply, leading to a prolonged application process. This not only impacts your applicant volume but also tarnishes your employer brand reputation, especially considering that many competitors have transitioned to systems enabling candidates to apply within five minutes or less.
2. Excessive manual workload
Dedicated recruiters focus on fostering candidate relationships, but repetitive tasks like data entry, system switching, spreadsheet management, and scheduling coordination hinder this effort.
A contemporary ATS with diverse system integrations simplifies task management, interview scheduling, and ensures candidate data remains consolidated in a compliant system.
3. High candidate drop-off rates or low offer acceptance rates
Candidates, with financial responsibilities and career aspirations, may face confusion and encounter unprepared interviewers if the hiring process lacks structured job-relevant workflows, as facilitated by a modern ATS. Moreover, a robust offer feature in an ATS allows recruiters to swiftly extend offers to prevent candidates from seeking opportunities elsewhere.
4. Insufficiently qualified candidates
Insufficient relevant candidates may stem from various system deficiencies. Here are common issues and potential solutions offered by a new ATS:
- Candidate unfamiliarity with the company and roles can be addressed through a smart career site delivering personalized content on roles, career paths, and company culture.
- Inadequate job reach can be improved with enhanced job distribution via programmatic advertising or job distribution software, enabling broader candidate outreach and detailed conversion tracking for spending adjustments.
- High candidate volume without relevancy can be resolved with AI-powered candidate discovery, refining AI algorithms to highlight top candidates based on relevant skills.
5. Compliance is at risk
Storing candidates’ personal information indefinitely in emails and spreadsheets poses compliance risks, worsening when transferring data between systems. A modern ATS with comprehensive compliance features enables swift configuration of processes tailored to specific privacy regulations, significantly reducing the time required compared to older ATS systems.
6. Lack of accessible, actionable metrics
Extracting and analyzing data for weekly check-ins or business reviews shouldn’t consume excessive time. Easy access to historical data, customizable reports, and comprehensive insights into the hiring process empower teams to contribute strategically to the business. Analytics capabilities in a modern ATS enable the development of an actionable reporting strategy, fostering a genuinely data-driven talent acquisition function.
7. Low trust in the talent acquisition function
Hiring managers often find the recruiting process opaque without a collaborative ATS. They lack visibility into candidate progress and feedback from other interviewers. Transparency is fostered through candidate notes and interview scorecards, enhancing trust among team members.
Related article: 4 Easy Ways To A Great Remote Onboarding Process
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