The biggest part of a candidates experience takes place before even making contact with them. Oftentimes, this process begins the moment they find a job post from your company. Ensuring that this process is smooth for job seekers sets the tone for how they approach...
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5 Tips to Know About Applicant Tracking Systems
Looking for an applicant tracking solution that can simplify your HR experience? With the right ATS, you can analyze, track, and strategize your talent acquisition processes better. Expect more than a system that helps attract and hire qualified candidates. You want a solution that can give you a competitive edge by helping you with the following:
- Connect Recruiters to Qualified Job Seekers
- Grow Your Pool of Candidates
- Seamlessly Integrate with Job Boards
- Customize Your HR Experience
- Create an Inviting Candidate Experience
1. Connect Recruiters to Qualified Job Seekers
Your company is typically hiring for multiple positions at the same time. Applicant tracking systems serve as a data bank for all your hiring processes, helping make searching easier by automated the process and avoiding human error – saving you time, resources and money. And more sophisticated solutions offer functionality beyond talent acquisition to provide for professional development and employee retention. The Application Manager (TAM) is a cloud-based, collaborative solution that lets users track job postings and actively engage quality candidates. TAM provides tool sets that allow recruiters to review, select and share applicant information within the hiring teams that are posting open positions with your organization.
The right tools help attract the right candidates:
- Job posting library
- Custom workflows
- Requisition approval
- External recruiter portal
- Custom user access levels
- Custom online application for employment
- Social networking integration
- Reporting tools
2. Grow Your Pool of Candidates
Hiring the right people helps create an attractive working environment. And the best candidates are often the ones that aren’t looking for a job. An optimized ATS solution will allow candidates to apply directly and be automatically added to your database. Look for a solution that grows with you and doesn’t limit the number of candidates you can add. And your career site should be fast loading and optimized for mobile so candidates can apply from their smartphones.
3. Seamlessly Integrate with Job Boards
The best ATS solutions offer customizable functionality like job board and career site distribution, candidate outreach, and applicant communications. You’ll find the ease of one-click posting to a host of free and paid job boards saves you hours of administrative time.
For example, TAM ATS software enables you to:
- Create Automated or single click pushes to over 100 Free Job Boards including Indeed, GlassDoor, Jobs.com, ZipRecruiter and Google
- Post to 1000’s of Premium and Niche Boards including Dice, Career Builder, Zip Recruiter, HCareers and Stack Overflow
- Post for OFCCP requirements through America’s Job Exchange and/or National Labor Exchange (NLX)
4. Customize Your HR Experience
Look for an ATS solution that can drive you HR goals. An ATS like TAM is designed to be intuitive and easy to use. There is no need for time intensive training or long implementation periods. You’ll find that TAM can easily integrate with the recruiting practices you already have in place. Access and easy-to-use system with an easy-to-edit dash that can adapt and scale to your most important processes:
- Collect and manage candidate data
- Match candidate information with career profiles
- Create notes to records
- Track all email interactions
- Update records in real-time
5. Create an Inviting Candidate Experience
TAM’s user-friendly interface makes it easy for candidates to find and apply for the right careers – offering a convenient, timesaving autofill option when they apply for positions. And systems like TAM offer important follow up with candidates. The biggest complaint job seekers mention is HR departments that neglect to respond to application submission status, or worse yet, interview follow up. With TAM, it’s built into the workflow and easily customized for each specific scenario.
The Applicant Manager
You focus on finding and hiring the best candidates – We’ll take care of the leg work.
When it comes to choosing the right ATS match for your business needs, offers user-friendliness, and delivers reporting capabilities, flexibility, and the level of integration that work to support your operations. Attracting and hiring the right talent for the job is easier, faster, and more efficient with an Applicant Tracking System like TAM’s cloud-based solution. You’ll find that TAM streamlines job posting, candidate selection, and your onboarding processes. Look for an HR solution that can dramatically reduce your time – from posting and applications, to vetting, hiring, onboarding, compliance and reporting. Ask about ease up upgrades and access to tech support. And expect transparent, affordable pricing – no set up charges, no training fees, no hidden service charges. Find all of this with TAM – offering one of the most versatile features packages of any applicant tracking system available on the market today.
Discover how TAM can support your HR goals. Request A demo.
In a competitive candidate market, you need all the advantages you can muster. A sophisticated applicant tracking system can improve the candidate experience and help your hiring team perform more efficiently. Here’s what businesses have to say about the features and benefits of applicant tracking systems.
As many people have embraced applicant tracking software (ATS) technology as a day-to-day necessity, certain aspects and expectations around human behavior have begun to change. HR professionals can take advantage of these changing behaviors in the recruitment process, specifically when it comes to conducting interviews.
An end-to-end recruiting process, also referred to as “full cycle,” encompasses the complete recruiting process from conception to execution. Successful on-boarding is the end goal. When human resource departments and recruiting consultants take the end-to-end approach, companies are more likely to place the right people.
Here are six steps to create an effective turn-key recruitment process.
Making investments to improve your business is an important decision. We get it – you have to be sure that the expenditure is cost-effective and proves a clear ROI. The same concept applies to improving your hiring process with an online Applicant Tracking System (ATS) – you want to pick the right one so that you get the best value for your dollar.
But after a few hours of research, you may have found that nailing down exact costs of ATS software is a tough task. Don’t worry, that’s to be expected – every brand offers different pricing structures, implementation fees, monthly or yearly recurring charges, fees by headcount or users, and other factors that affect the cost. It all depends on the business model.
But the question remains: how are you supposed to know how much you’ll be paying for your ATS?
Recruiters, hiring managers, and anyone else in involved with recruiting – does this nightmare sound familiar?
Imagine an overflowing email inbox, a stack of resumes ten inches high sitting on your desk, calls to make and a long list of things to do. Where do you start? You spent last week manually posting ten different urgent job postings on the internet; now you have to sort, vet, screen, interview, and hire the applicants while you do everything else that you’re responsible for.
How are you realistically going to stay on top of all of this?
Here’s the harsh reality: not all applicant tracking systems (ATS) are created equal.
Applicant tracking system software is a valuable tool for businesses of any size, but selecting the right one for your specific recruiting needs isn’t as simple as you might hope. Each and every ATS out there has been built by different development teams and offers different features as a result. If you’re looking for a tool to help you in your candidate search, how are you supposed to know where to start?