What if you sat down for your workday and got to work on a 20 year old computer? Since the ATS (Applicant Tracking System) hit the world in the late 90s if you’re still using an unoptimized ATS, that’s pretty much what you’re doing.
As we face the changes from COVID-19 and the job market upheaval, organizations are becoming critical of their tools. As they should be!
Having the right recruiting technology stack can mean the difference between success and failure. But you don’t always need to start from scratch or completely overhaul what you already have! Let’s look at how optimizing your Applicant Tracking System can save you time and money while increasing your recruiting efficiency.
The Challenges of Today’s Applicant Tracking Systems
Ineffective Search Capabilities
The goal of an ATS is to house and track applicants through the hiring journey. While ATSs often have some kind of filtering property, the accuracy of those searching features leave a lot to be desired. When we worked with AECOM we found that their existing ATS only had a 48% search accuracy. The recruiting teams had to spend hours sifting through piles of false positives or feeling like their database was inaccurate. In reality, their database was equipped with all of the candidates they needed. It was simply the search function that was lacking.
Chances are that an ATS isn’t the only system that a recruiting team is using. In fact, 44% of teams house candidate data in more than just an ATS. There’s the ATS, CRM, maybe an HRIS, or even an in-house technology creation. Searching across those databases shouldn’t be a hassle, but often it can feel impossible.
All too often, recruiting teams feel as if their data isn’t up to par for their recruiting needs. Recruiters will often skip over their internal data altogether thanks to ineffective search and disjointed databases. They’ll head straight to external sources like social media. Our internal research shows that this ends up being a fruitless and costly expedition because anywhere between 40 – 60% of all available candidates are actually already in your data systems.
Lack of Talent Intelligence and Actionable Insights
We all know that the right data is critical for recruiting success. Teams need to know where candidates are, how their experience connects to the market at large, when requirements are unrealistic, and more. When an ATS can’t provide that crucial data, recruiters are left scrambling to present the right slates to hiring managers.
Unfortunately, most ATSs simply aren’t built to provide those insights and actionable next steps.
Optimizing Your Applicant Tracking System Can Help
Let’s be honest: Recruiting technology isn’t inexpensive. It’s an investment in the success of you and your team. But it must help you and your team simplify your work and become more efficient in order to see a worthwhile return on that investment.
Despite the prevalence and relative quality of Applicant Tracking Systems, they’re far from the right solution for most teams. While many users cite tracking candidates through the recruiting process as the number one benefit of an ATS, less than half of respondents from an HR.com survey “say their ATS is good or very good at automatically matching candidates to the right job postings.”
Many respondents cited that they use all of the functionality and capabilities of their ATS, but the number one weakness named was a lack of needed features. Despite using ATSs to their fullest potential, recruiters are still missing features.
With ATS users citing a lack of features, then simply replacing the system with another one is not the solution. You don’t need to overhaul your tech stack, you need to optimize it.
On top of that, the effort to replace an ATS isn’t something to scoff at. While the exact numbers can vary widely, your team could end up spending around or over $250,000 and spend 6 – 18 months simply to get the system in place. It’s a major undertaking. If you’ve already done that once and you can get a better system in place for less money and less time, why wouldn’t you?
How HiringSolved Integrates and Optimizes
Shon Burton, HiringSolved’s founder, had been working in recruiting and staffing. After years in the industry, he was left frustrated with the inefficiencies of the ATSs he was using. He knew that if there was a better way to source from a unified system efficiency would go up, more placements could be made, and people could get back to work.
HiringSolved integrates directly with your existing databases to make sure that you’re getting all of the value out of your existing system. During the implementation process, our expert team works to analyze your existing workflow, clean up your data so it’s ready to be searched and used effectively, and test everything along the way with your team. When you’re ready to launch, our Customer Success team is available for all your training needs.
Ultimately, we believe that technology should simplify your work. If it’s not simplifying your work and increasing your efficiency, then it’s not the right technology for you!