According to the latest research, 36% of SMEs have now adopted Applicant Tracking Systems (ATS) as part of their talent acquisition.
The advent of the AI-powered model is helping businesses navigate the competitive jobs market, with traditional recruitment solutions being too time-consuming, resource intensive and prone to human error.
Despite this, SME adoption lags well behind that of larger organisations, with 89% choosing to automate their processes. Companies frequently cite the cost of implementation and lack of personalisation as common challenges.
So, how can businesses best use the technology to level up their recruitment and get the best results?
Recruitment software experts, Occupop share how to achieve ATS success in an increasingly technological, data-driven sector.
Applicant tracking systems are proven to reduce hiring time by as much as 20 per cent, saving your organisation time and money.
Whereas manually reviewing hundreds of CVs was previously an arduous, time-consuming task for HR teams, ATS presents a streamlined, efficient system using pre-defined criteria to filter applicants. This can then sort and rank applicants based on essential qualifications and relevant keywords.
While critics may say this approach lacks the personal touch, an ATS can provide an objective evaluation of applicants, removed of any internal bias. Modern, tech-savvy job-seekers will also be well aware of this system and will have tailored their applications accordingly.
A lot of the stigma surrounding ATS revolves around the lack of person-to-person communication throughout the hiring process; however, this ignores some of its benefits.
Caroline Gleeson, CEO of Occupop explains: “ATS can receive a lot of negativity due to its automated processes, but in reality, it creates a centralised hub for managing applicants. This approach allows companies to keep a record of candidate profiles, communications and feedback.
“Whereas previously, person-to-person email exchanges may get ‘lost in the ether’, companies are better placed to keep candidates up to speed.”
With all candidate information accessible in one place, hiring managers can then make informed decisions, communicate better and maintain a positive candidate experience.
68% of recruiters said that investing in new recruitment software is the best way to improve hiring performance, meaning it is vital that companies consider adoption or risk falling behind.
ATS generates a wealth of data – from a source of hire to time to hire – which companies can drill down into and make informed personnel decisions. Big data can help you determine what skills, key demographics or personality traits you may be looking for in prospective candidates.
It can also give your business a comprehensive overview of your hiring process, providing metrics that can drive efficiency. These can identify bottlenecks, save time and resources, and quickly add fresh talent to your business.