The reason I ask is, nobody seems to be happy with the one they’re using. Having attended many HR and recruiting conferences and events, I’ve noticed a consistent trend. When I ask someone what ATS they’re using, I here, “Unfortunately…[insert ATS name]. The ATS name varies, but the sentiment is the same. It’s rare to find anyone who actually likes using his or her ATS. Why is that? Weren’t ATSs designed to automate processes and make the life of a recruiter easier? They’ve been around for years and there’s certainly no shortage of providers so you would think that time plus competition would result in some amazing systems and very happy users. Apparently not.
I think one of the problems is that ATSs were never designed to solve recruiters’ greatest challenge, finding and attracting great candidates (2012 State of Recruiting Survey). It may seem obvious, but ATSs don’t come pre-loaded with great candidates. In fact, the majority of ATSs aren’t even good at helping you find and attract talent to feed into them (3 things Your Applicant Tracking System Won’t Do For You).
It’s not your ATS’s fault. It was never designed to do that. Hence the rise in popularity of talent generation, recruitment marketing, and talent network management platforms. Recruiters rave about these systems because they help them solve their biggest challenge, finding talent.
Don’t get me wrong, ATSs are still a vital tool in talent acquisition field, but their perceived value from a recruiter’s perspective will continue to decline in favor of tools and technologies that help them find and attract great candidates to feed into the hiring process.