Applicant tracking systems (ATS) source, screen, and build pipelines to manage candidates for open positions. Recruiters, HR teams, and hiring managers use these tools to create and distribute job postings, parse resumes, schedule interviews, and manage documents like cover letters and references. In addition, an ATS also automates time-consuming manual tasks like scheduling interviews, communicating next steps, and sending alerts to candidates. An ATS also tracks and reports metrics like time-to-hire and cost-to-hire, enabling companies to optimize the return-on-investment (ROI) of recruiting software investments.
To best secure top of funnel hiring, this recruiting software ties into greater recruiting features such as job boards, employee referral software, recruitment marketing platforms, video interviewing software, interview scheduling software, onboarding software, and recruitment platforms. Some ATS may offer candidate relationship management software capabilities to help recruiters proactively discover and nurture potential candidates via email marketing, scheduling, and periodic communications.
Recruitment professionals across industries use applicant tracking tools to extract a candidate’s educational background, skills, and work histories from a resume, enabling recruiters to find the most qualified candidates for their organization. These tools allow hiring teams to acquire and manage candidates from multiple sources, including social media, referrals, and job board websites. An ATS also ensures collaborative hiring, coordinates multiple calendars while scheduling interviews, and integrates with existing recruiting software to boost hiring process efficiency.
To qualify for inclusion in the Applicant Tracking Systems (ATS) category, a product must:
Collect, sort, and screen resumes, parsing associated candidate information
Flag qualified candidates and match them with opportunities
Build talent pools within a customizable workflow
Enable communication between HR personnel, hiring managers, recruiters, and candidates
Track, analyze, and manage the candidate experience
Allow for interview feedback such as notes or scorecards and include or integrate with interview scheduling
Provide reporting and analytics on the effectiveness of the interview process, composition of the talent pool, or time-based metrics
Post jobs on relevant boards or integrate with job posting software
