- Posted by Vidcruiter
- On February 24, 2012
- 0 Comments
- applicant hiring system, applicant recruiting system, automated recruiting, talent hiring system
EARLY generation ATS (Applicant Tracking Systems) was designed with the HR administrator of a particular company as the main user. Back then, the ATS was merely a workflow and document management system for resumes; meaning it was just an Intranet tool that was mainly used within the company premises.
Over time however, the ATS became recruiter tools as well as filtering systems to quash out non-qualified applicants and retain the ones who passed the standards.
Today, more and more companies across the world use ATS. And given that applicants are now actively utilizing LinkedIn and other social network profiles, buying an ATS that has lots of dynamic features became a priority for recruiting companies.
As with any evolving information technology software in the market, applicant tracking systems have also transformed. Today’s ATS can be called a one-stop shop or an integrated platform so to speak. It can track incoming resumes posted on the website real-time and it can also connect applicants to a company’s profile presentation. Based on certain keywords, the ATS can automatically email applicants if they deserve a second interview.
It’s like the solar system actually with the HR as the talent acquisition and applicants revolve around it, waiting for an automated reply from the ATS.
But recently, almost half of these companies are considering replacing their ATS because of obsolescence. Their present ATS don’t have the applicant-tracking features that are in the new ones so it will be a logistical hassle on their part.
These companies have perhaps realized that the recruiting world is a “borderless place.” Gone is the time when recruiters go to a particular city or state and erect a recruiting kiosk. With the Internet, new graduates and recent unemployed people now use LinkedIn, Twitter and Facebook to post their resumes online and companies grab these resumes. But these sourcing tools admittedly cost money so in the end, an ATS is still essential.
There was one instance for example that the head of recruiting of a big consulting firm was paying $800,000 to headhunt in LinkedIn. But using an ATS is less costly than that.
With all that said, the applicant tracking system market, therefore, is like an arms race. The better features you have in your product, the more likely it will sell. Don’t expect the ATS market to go away but software providers need to continue to innovate.
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