HRMS is one of the unique technology strategies that can easily master any new addition or integration to its core modules. It is the reason behind HR innovations opting for numerous strategically important integrations within the defined workflow. Such advantages of the HR system paved the way for generating an incredible hiring and recruitment partner in the form of the Applicant Tracking System.

This post is a complete guide to learning more about the HR domain’s ATS (Applicant Tracking System) concept. It will help you identify the various benefits of ATS and its overall application to the HR domain.

What is An Applicant Tracking System in HR?

Have you ever wondered what the Applicant Tracking System in HR is and whether it will serve any exclusive functions? The simple definition of an Applicant Tracking System indicates that it is a capable assistant in the hiring and recruitment process of employee resources. It stems from the fact that ATS supports the attraction of potential candidates to advertised vacancy profiles, extending to a stage where all hired resources are subjected to efficient training and development.

The sourcing and evaluation procedural tasks in an ATS are streamlined. It is straight to follow and does not cover any complications based on a certain career vacancy or probable candidate list. Automation of your hiring process is one of the best approaches to balancing the overall HR operations niche. ATS can promote the same astonishingly well. 

ATS can be utilized by general HR personnel and specialized hiring professionals alike. What differentiates ATS from all other digital recruitment tools or platforms is the genuine interaction between the automated module and its operations counterparts. There is no fixed template or blind referrals to follow the working of ATS. It works smartly on given scenarios and corresponding requirements.

Detailing The Working Procedure of ATS

The working and operations of the Applicant Tracking System follow a free, strategic model. It clears the route for building a digitized hiring process that works excellently in managing existing HR recruitment norms. A detailed working model of ATS is shown below:

  • Posting of job roles
    The primary step is to discover the profiles and job roles that need to be filled with the support of incoming employee resources. Once this is done, you can post the said vacancies on multiple channels and portals to attract the potential human capital resources who can fill the roles. On acceptance, this step helps in the attraction of employees by showing a dedicated focus.
  • Sourcing of applications
    The next step is to procure relevant applications from various portals where the posting is done. Effective filters are to be used at this stage to determine whether a particular candidate matches the specific profession’s work description. These filters rely heavily on the usage of several keywords and exclusive matches aligning with those mentioned in the job description. Under ATS conditions, 100s of resumes can be scanned and marked in minutes.
  • Evaluation of resumes
    Once the filtering and scanning process is complete, it is time to evaluate the total number of resumes received for a particular job vacancy. It again covers the execution of more filters specific to the job role and the attributes required to supervise them with precision. Validation of resumes received and monitored is analyzed in this step.
  • Identification of candidates
    In the ATS workflow, the succeeding step is identifying the right candidates from the selected filter list of profiles. It is the hardest step and the one that needs your biggest concentration. It could be a tricky venture because multiple candidates may suit the position due to their fulfillment of various responsibilities. ATS parameters can help effectively tackle this challenge.
  • Hiring of resources
    The recruitment and hiring process of your resources will follow a strategic pattern and is a continuation of the first four steps. Associate yourself with the best HR hiring practices to indulge in creative recruitment for filling allocated job vacancies. You can finish this step with the help of either automated HR processes or traditional/manual choices. However, digital solutions are preferred more as they engage in the provision of a complete HRMS system for your recruitment options.
  • Onboarding and further tasks
    The final step of an ATS workflow routine is the onboarding of new employee resources. Tasks that follow the onboarding process are also included here. You can also rely on core integration features to fulfill the miscellaneous tasks in the recruitment process. Once onboarding is complete, the candidate is an active resource partner of your organization. He/she becomes part of the overall business process management units.

Benefits of ATS Solutions for Your Organization

The advantages of employing Applicant Tracking Systems for your organizational hiring process are numerous. Some of these are listed below:

  • ATS is the best HR tool to monitor efficient hiring practices in firms. It stands out from all other platforms in terms of quality filters for operations processes. 
  • There is a guarantee of safety when it comes to compliance management. With Applicant Tracking System software properly implemented in the organization, all regulatory standards and compliance norms related to the hiring process are strategically followed and observed. 
  • You can enhance the candidate experience in companies using an ATS solution. It further gets converted into employee engagement experience and resource management abilities. 
  • Since ATS is a 100% automated system, you can go for other digital integrations under the HR category with flexible ease.  
  • You can seamlessly decrease the workload associated with hiring and recruitment in organizations. 
  • HR hiring processes related to scaling, sorting, and monitoring candidate applications are comparatively easy. Traditional recruitment systems can do this but take a longer time to fulfill the tasks. 
  • ATS offers a better collaborative atmosphere to ensure that different components of the recruitment process in the organization work together and in harmony. 
  • ATS possesses the capacity to include a wider range of talent pool in a company’s database. It is a special scenario as you can crosscheck, refer, and make informed decisions based on actionable insights theory for all future hiring prospects. 
  • You will get an excellent idea of every HR metric or key indication parameter that represents your hiring performance. It helps you adapt and improve easily to the changing recruitment terms. 
  • With ATS implementation in place, both HR personnel and candidates will have a thorough understanding of each potential resource’s standing in the recruitment procedure. Such real-time updates are necessary to notify the organization of its entire hiring pool.

How to Empower Your Business with ATS Solutions Using Artify 360?

Artify 360 HR payroll software is a proven, dedicated digital solution system that provides a foolproof recruitment service module within its ranks. The dedicated hiring process in this SaaS product is full-fledged, making you go gaga over the complete recruitment functions. It can integrate well with all formats of ATS trackers in a hiring model and is compatible with the best Applicant Tracking System principles.

With an array of options to personalize your hiring and recruitment process, Artify 360 cloud HR software is an intelligent solution to balance the ongoing onboarding features and new incoming functions. Different types of Applicant Tracking Systems can be managed well with the assistance of Artify 360 HR software system’s well-crafted software suite. Feel free to reach out to the team to learn more about how Artify can make a difference in your ATS tracking, recording, and documentation needs.