For an organisation to succeed, it’s critical to hire the right people. These are employees who take ownership of their work, possess an impressive range of skills, and have a strong drive to be better. The problem is that recruitment takes up much time and effort.

The process involves different people too, both internally and externally. Various steps must be taken to find the best candidate. Plus, emotions may get involved wherein HR professionals develop an implicit bias towards certain applicants. Hiring is actually more complicated than you think.

But good news: there’s a tool for simplifying the process called an applicant tracking system (ATS). It’s a type of software that streamlines recruitment and boosts efficiency. But if you’ve never used one before or are looking to switch to another, the options available can be overwhelming.

So, what should you focus on when making your choice? Consider what other recruiters want in an ATS as their needs likely match yours. But before that, let’s have a look at how it works.

How does an applicant tracking system work?

When someone applies for a job online, their resume and cover letter – along with all of the information included – are uploaded into a database. This same data gets transferred from one component of the system to the next as the candidate moves through the recruitment process.

This allows you to review applications, send automated messages confirming receipt, and give online tests. You can also schedule interviews and send rejection letters through the system. Best of all, that in-charge of accounting can use the data to put individuals on the payroll when they get hired.

What do hiring managers want in an ATS?

Applying for a job online is easier than ever thanks to technology. Because of this, large organisations should receive thousands of applications per week while smaller companies may get hundreds. This isn’t always the case as many job-seekers don’t want to bother with lengthy forms or poorly designed interfaces.

The best applicant tracking systems address these issues and aim to improve the candidate experience. They cater to the needs of the end-users and prompt people to go through with their applications.

What features are ideal to have in an ATS?

Check out the different functionalities that you will find and may want in your application tracking system.

• Configurable workflow: Eliminate guesswork and decide what steps you want to be included when screening.
  
  
• Simple navigation: Find your way around the software thanks to a central dashboard or similar navigation.
  
  
• Powerful search: Browse your list of existing candidates and filter results according to certain criteria.
  
  
• Real-time analytics: Collate data, view metrics, and gain insights on recruitment efforts.
  
  
• Technical support: Seek expert advice when you encounter any problems with the software.
  
  
• Cloud server: Access the database from anywhere in the world as long as you have an internet connection.
  
  
• Quick implementation: Have the system up and running with as little effort and time as possible.
  
  
• Seamless integration: Get it to work with tools that you are currently using with minimal hassle.
  
  
• Import and export: Upload and download spreadsheets to spare yourself from manual typing.
  
  
• Team collaboration: Enable your colleagues to assist in managing applicants and certain aspects of hiring.
  
  
• Bespoke messaging: Be able to mail-merge email templates to candidates so they look personalised.
  
  
• Mobile experience: Make sure applicants can send their information even through their smartphones.
  
  
• Referral program: Allow employees to inform their connections of any open positions in your company.
  
  
• Straightforward distribution: Post listings without having to log in to each platform separately.
  
  
• Information aggregation: Gather data from social networks for additional information on each applicant.
  
  
• Video recording: Connect with candidates faster and more accurately via short video responses.
  
  
• Data security: Assure job-seekers that the information they submit remains private and safe in your hands.
  
  
• Employer branding: Build a consistent identity on forms, career pages, job descriptions and all throughout.

Conclusion

The above features are rather basic and found in most applicant tracking systems. For a glimpse into what actual recruiters want, we refer to this relevant thread on Quora. It may be a bit dated but the answers still apply today.

Here are some of the views presented there:

• Aaron Brandhagen from Workforce Pragmatics believes that resume recognition or automatic parsing is a must-have.
• Talent acquisition specialist Ed Han says that work authorisations tracking is a valuable feature.
• Joel Winter of All Things Recruiting says that screens shouldn’t take long to load or refresh as well.

Of course, the specific features that will prove useful in your hiring efforts will depend on the talents you want to hire. If you’re aiming to fill a highly technical role, for example, it will pay to know if a candidate has industry certifications and when they expire.

Do you still find all of this complicated? An offshore staffing agency may be more suitable for you rather than an ATS. Remote Workmate is capable of handling most aspects of recruitment in your place. We endorse virtual workers for interviewing with you only when they pass stringent guidelines.