Being a Native Texan, I have eaten my share of ribs and I can tell you that they are one of the more expensive items at your local BBQ establishment. So, when I order them, I make sure I get all the meat off of them. With that being said, there is no easy way to segue from a discussion of Ribs to Applicant Tracking (ATS) Systems so…here goes: In order to get the most of your ATS, follow some of the following tips:


Make sure that you are populating your database with both client contacts and candidates. Do not let your Sales Reps and Recruiters work out of their Outlook, Business Cards or with Paper. Most places that have successful ATS programs usually live by a saying “If it is not in the ATS, it doesn’t exist”. Good motto to run a thriving recruiting practice. It is also important to get candidates off of the Job Boards and into your system. Sooner of later, these candidates will be unavailable and will most likely remove themselves from the Job Boards. Once the candidate is in your system, you might have access to a resource that will not be readily available to your client or your competition. Which brings me to my next tip……

Important Note: Do not select an ATS that does not have some type of resume agent, parser, or inhaler to populate your ATS quickly


Once you have candidates and/or client contacts in your database, maintain contact using the systems Task and Calendar events. Too many times I see recruiters talk to a candidate that has recently taken a position without asking simply “When should I follow up with you” or, more importantly, telling them that you will follow up in a couple of months to see how their position or contract is working out. Schedule regular email updates with links to your Corporate Job Site or Available Candidates. Notify previous candidates of upcoming events or invite them to join your Social Network.


Select or develop a reference section for your candidates that can also be used as leads for business development. It is one of the most useful tools to generate leads for your sales reps and, in some cases, you will have to check references anyway. Might as well kill 2 birds with one stone.


Cannot reiterate this enough: Always..ALWAYS populate your ATS with notes regarding correspondence with Client Contacts and Candidates. As a business owner and recruiting manager, I would suggest making Notes Correspondence mandatory for ownership over Contacts and Candidates. Without the notes, you are starting from scratch and most people are more open to speaking with you if you can begin a call referencing previous correspondence.


I wrote about this briefly in the MAINTANING CONTACTS section but I wanted to reinforce how important it is to market your Jobs, Candidates, Social Network, Company Events and Culture to your candidates and clients. Schedule regular Mail-Outs to your database contacts / candidates – quarterly, monthly, bi-monthly..your choice.

Additional things that you can add to or look for in your ATS

1. Automated Job Postings to Job Boards and Corporate Sites

2. Texting Capability

3. Mass Emailing Functions – Not Spam. These are 2 different things

4. Integrated Search Capabilities like Talent Hook, Infogist, AIRS etc.

5. Resume Parsing, Inhalers

6. Resume Search Agents

7. Integration with Social and Business Networks such as Linkedin, Zoominfo, Hoovers,

If you follow some of these basic functions and use your ATS to it’s full capabilities, you will generate more revenue for yourself and your company. You might even make enough to order as many ribs as you want the next time you go out for BBQ. I knew it would come back around……..NICE.

Views: 360

Comment by Sean Ryan on March 29, 2010 at 12:49pm
Very comprehensive look at ATS systems... you 'cleaned it to the bone' - if you will :-)

Just out of curiosity - what ATS do you use?
Comment by Kevin Womack on March 30, 2010 at 11:17am
I currently use Bullhorn. Previously worked with others such as PC Recruiter, R100 and SendOuts.

I really like Bullhorn but there are a number of great products available.
Comment by steven on March 30, 2010 at 11:25am
Kevin - great piece, thank you. (Note: Segway is that big-wheeled scooter the guy rides in "Mall Cop." When you transition from one subject to another, it's a segue.)
Comment by Sean Ryan on March 30, 2010 at 11:28am
Got it. I prefer CATS - just cause you get more bang for your buck IMO ... oh, and I work there ;)

What do you like about Bullhorn? What sold you on it?
Comment by Kevin Womack on March 30, 2010 at 11:39am
Thanks for the spelling lesson. I hate to show my ignorance but I kept wondering "Why in the hell does Spellcheck keep high-lighting Segway!"
Sometimes you have to "Show your *ss" to learn something.

Thanks again.
Comment by Kevin Womack on March 30, 2010 at 11:42am

Bullhorn was an easy fit for our internal processes and the Bullhorn 360 feature helps my Recruiting Managers develop reporting benchmarks on the fly.
Comment by Sheldon Campbell on March 30, 2010 at 11:42am
Great piece, Kevin. All points that should receive their due attention.Thanks!
Comment by Marianthe Verver on March 30, 2010 at 11:38pm
Great post. ATS are important and are often overlooked by starting a search from scratch again. Also I'm a Dallas girl and love ribs!
Comment by TargetRecruit on April 1, 2010 at 11:29am
Very well written article. Interesting that you mention the integration with
TargetRecruit has taken an innovative approach of building an ATS on top of so all the functionalities of world class CRM that you mentioned in your article is there plus all the additional things listed as numbered items comes along with it as well.

Recently salesforce announced release of chatter, which is company wide chatting program built in the ATS, which is also integrated with Twitter, facebook and now it is part of TargetRecruit ATS.


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