5 Common Myths associated with using ATS Systems
Technology has not only made work and life infinitely easier, it has also evolved to become infinitely more affordable. Earlier the use of technology was restricted to high end applications which required the use of sophisticated tools but now technology is being used to run everyday applications because of ease of use as well as affordability. One business area where adoption of technology has made a huge dent is in the area of recruiting. An unwieldy, slow and mostly ineffective business process that was the often the butt of jokes is now a fast, adept and efficient business process able to help business in scaling up, all thanks to the launch of and growing adoption of Applicant Tracking Systems or ATS as they are more popularly called.
Businesses of all size and scale have taken to the Applicant Tracking Systems primarily because a good ATS system can have a direct positive bearing on both the topline and bottomline of a business. Apart from generating a high ROI, an effective ATS also helps reduce operating costs and streamline the recruiting system to better serve business interests.
If the benefits of deploying an ATS are so obvious why are recruiters sometimes reluctant to use an ATS system? Listed beloware 5 myths associated with ATS Systems and the realities associated with them
1. Cost-Recruiters often come with this pre-conceived notion that an ATS system is costly and hence tend to be biased against it. They point out the installation cost of the system as well as cost of running the system as proof. The truth however lies in the high ROI generated from using an ATS system. Using an ATS system to its full potential will enable an organization to hire cheap and hire fast more than offsetting the initial costs of setting up an ATS system. The long-term benefits of having a centralized database with advanced search tools that make it easy to filter and screen candidates across the social and physical world are simply priceless.
2. Confusing them with Job Boards- Another mistake that many recruiters typically make is to confuse an ATS system with Job boards. Since they are already using job boards to advertise open position, they advocate that their needs are being fulfilled. On the contrary, if recruiters are not using an ATS, they need to manually post open positions to each job board. With the help of ATS, on the other hand they can advertise open positions online to multiple job boards with the simple click of a button. Combining ATS with Job boards can help recruiters save significant time, effort and money and get better results.
3, Meant for large organizations only -Many recruiters assume that ATS systems are meant for larger organizations where the scale of hiring is large. They often come up with the argument that since their organization is small with limited hiring, an ATS system is not really required. Assuming that smaller organizations do not need an ATS is a big mistake, especially if they are planning to scale up operations or looking at upping their quality of hiring to compete with bigger players. Attracting quality candidates requires using innovative means of reaching out to them and convincing them of the organization’s commitment to excellence. A recruiting system that does not allow recruiters to identify and access top talent and which does not lend itself to utilizing social media is not likely to provide the organization with the best talent in the market.
4. Difficult to use during mass hiring- An argument that is often put up is that it is difficult to use ATS during mass hiring campaigns due to time crunch. An ATS can in fact be the most effective tool to deploy during mass hiring, ensuring the entire process is streamlined and candidates are effectively screened for best fitment. Mass hires often turn out to be disasters because a manual hiring system does not provide for effective screening within the short time available. An ATS on the other hand is based on search algorithms and key words based searches and can help you scan thousands of resumes to come up with the best fit within seconds.
5. Comfort Factor- Lastly, some recruiters put forward the simple argument that they are more comfortable working on excel sheets than ATS systems. This is because they do not want to put in the initial time and effort required to understand the new system and its benefits. ATS systems in fact are known for their ease of use.The long-term benefits of switching from a manual to an automated system,far outweighs the initial hiccups of making the change.
ATS systems come fully equipped with a host of functionalities as well as modular structure which enables organizations to derive the best value for their money. Involving recruiters as end users in the purchase decision can make your ATS decision infinitely easier and far more effective.