Recruiters, let’s be honest; you need a few tools in your arsenal to get the job done successfully. But when faced with a wide array of options, it can be difficult to know where to start. This article will provide insight into some key ATS features to consider:
Internal recruiting is a great option for companies with specific needs but don’t have the resources to hire an external recruiter. This method allows internal employees to find their replacements for open positions. This allows you to find talent from your organization who already knows your culture and structure.
However, it can be difficult to get your employees on board with this idea because they may not want to use their own time volunteering when they could be doing other things like working on projects or enjoying leisure time with friends and family. If you receive pushback from employees who don’t want to do the work themselves (which is pretty common), consider having them assist with interviewing candidates instead of conducting interviews themselves, or set up committees around certain departments so that each person has someone else they can communicate with about assisting with processes throughout the hiring process.
Candidate management is a feature that allows you to store details about your candidates. You can store information about them, including their resumes and applications. You can also use this feature to keep track of the status of their application or interview process. This tool will allow you to see which applicants have already been interviewed, who needs an update on their application status, and more.
Applicant Tracking is a great feature for recruiters because it helps them keep track of the status of their applicants. It lets you keep tabs on who has applied, who has been interviewed, rejected, or hired, and other details. You can also see resumes and cover letters submitted through the system and documents related to interviews or offers of employment.
Time tracking is a crucial part of the interview process, and ATSs help you manage this by letting you assign interviews to recruiters or assistant managers. You can also schedule when they’ll take place, then track their progress as they go through the recruitment process.
This helps you make sure that your recruiters are spending enough time on each applicant. It also lets them keep track of their progress so that they can find out where they left off before the end of their shift.
Reporting & Analytics
Reporting and analytics are essential ATS features for recruiters. Reporting helps you understand your recruitment process, and analytics helps you understand your candidate pool. By analyzing these two aspects of your talent acquisition efforts, you can improve them for future hires.
If you want to become compliant with reporting and analytics requirements in order to avoid fines or other penalties from regulators or clients, then it’s important to have this feature in place so that everything runs smoothly from the get-go!
Mobile recruiting is a great way to reach candidates—and it’s not just about sending them a text or email message. It means making sure that your website and career site are mobile-friendly so people can get the information they need easily.
It’s also important to customize the mobile experience to be as engaging as possible for candidates. This will help you stand out from other companies who don’t have a mobile strategy in place or have yet to think about how they can keep finding new ways of attracting talent on mobile devices.
So we hope we’ve convinced you that ATS software is worth investing in. The features it offers can make your work much easier and more streamlined, saving you time and money in the long run. But there are plenty of other benefits to using an ATS too.