Candidate Management System (ATS): Definition and Implementation

An applicant tracking system (ATS) is computer software that helps recruiters of human talent, reduce time, effort and resources in the management of candidates; Its objective is to make the process more efficient, improving success rates in hiring, and, therefore, improving the performance of the company.

In an increasingly digitized world, companies are looking for new ways to make the most of the potential of this digital age, such as applicant tracking systems (ATS), a valuable tool that allows recruiters Optimize personnel search and selection processes.

Well, thanks to these software, recruiters can reduce time, effort and resources in the management of candidates, being especially useful in companies with a high volume of recruitment, or those that have problems managing the recruitment process efficiently with conventional methods.

Let's see what ATS are and how they can be implemented.

What is an applicant tracking system (ATS)?

An applicant tracking system (ATS) is a software used by human resources departments to optimize the entire recruitment cycle; ATS are used to publish job offers, filter applications, classify candidates, schedule interviews, follow up on interviews and hiring, and finally, to evaluate the performance of the hiring process. hiring.

Basically, ATS makes it easy for recruiters to manage the entire hiring process, from receiving applications to final hiring of the candidate. Its goal is to make the process more efficient, saving time and improving recruitment success rates.

How to implement an ATS candidate management system?

Implementing an Applicant Tracking System in your company can be a complex task, but if done correctly, it can be extremely beneficial.

Some steps that can be followed to implement an ATS are:

1. Identify needs: Before beginning the process, it is essential to understand what the company needs from an ATS; this includes identifying weaknesses in the current recruiting process and establishing what ATS features could address these issues.
2. Investigation of ATS solutions: Once the needs have been identified, the next step is to investigate the different ATS solutions available on the market; aspects such as the functionalities it offers, ease of use, the ability to integrate with other systems that are already used, customer support and cost must be considered.
3. Selection of an ATS: Based on the research, the ATS that best suits the needs and budget of the company should be selected.
4. team formation: You must ensure that all key users are trained to use the ATS; this may involve face-to-face training, online tutorials, user manuals, etc. It is important to remember that the goal is to make the system easy for everyone to use.
5. Integration with other systems: If you have other systems that need to interact with the ATS (such as payroll software, performance management systems, etc.), you must ensure that they are correctly integrated.
6. Evidence: Before fully launching the system, it is necessary to run a pilot test with a few job offers to make sure that everything works correctly.
7. Launch: Once satisfied with the test results, the system can be fully launched; making sure to communicate to all employees how the new system works and how it will affect them.
8. Analysis and adjustments: Once the ATS has been implemented, it is important to regularly analyze how it is working and make the necessary adjustments; This may involve obtaining user feedback, analyzing performance metrics, and periodically reviewing whether the system continues to meet your business needs.

It is important to note that heThe implementation of an ATS is an ongoing process that may require adjustments and modifications as the company grows and changes.; but with the right approach, an ATS can be a valuable tool that improves the recruiting and hiring process.

How does an Applicant Management System (ATS) work?

An ATS works through a data filtering and storage system, which allows automating candidate management processes, helping companies save time and reduce errors manuals.

Here is a summary of how an ATS works, in different candidate management activities:

1. Publication of works: ATS allow companies to post job ads across multiple platforms with a single click; They can be posted on your own website, on social media, on job boards, and more.
2. Collection and organization of requests: When a candidate applies for a position, the application and candidate information (such as resume and cover letter) are automatically entered into ATS. The system may collect information from various sources, including emails, job portals, and more.
3. Filtering and classification of candidates: ATSs often have filtering capabilities to sort resumes based on keywords, skills, years of experience, location, and other criteria. This helps recruiters narrow down the candidate pool to those who are most relevant to the position.
4. Management of interviews and communications: Many ATS also offer features for scheduling interviews, sending emails to candidates, record notes and comments, and track the process of interviews.
5. Analysis and reports: ATS can also provide analytics and reports to help companies understand their hiring process. This can include metrics like average time to hire, source of candidates, etc.

Overall, an ATS can help automate many of the manual tasks in the hiring process, allowing companies to save time and reduce errors. Additionally, they can provide a better experience for candidates by ensuring their applications are handled efficiently and professionally.

What are the benefits of ATS?

The implementation of an applicant tracking system (ATS) offers companies great benefits, such as:

Process optimization: By automating many of the manual tasks in the recruiting and hiring process, recruiters reduce time, effort and resources, which can be applied to other activities automated; Additionally, errors that could occur in a manual process, such as losing a resume or forgetting to schedule an interview, are reduced.

Organization and storage in the cloud: ATSs help keep all information about candidates in one place, storing it automatically in the cloud, making it easy to organize and manage customer data candidates.

Cross-platform services: An ATS can link different employment social networks such as LinkedIn, and automatically filter resumes and classify them based on pre-defined criteria, helping recruiters identify the most relevant and qualified candidates for a position.

Candidate Progress Tracking: With an ATS, recruiters can track the progress of each candidate through of the recruitment process, from the submission of the application to the recruitment (or rejection).

Improved candidate experience: An ATS can provide a more professional and efficient experience for candidates, which can improve the perception of the company among job applicants.