Applicant tracking systems (ATS) allow companies to determine which candidates may be a match for a particular position, based on their resume. They fulfill two purposes: to manage applications for positions, especially where there is a high volume of applicants, and to screen out candidates who lack the required skills for the job.
ATS can assist companies with hiring compliance:
U.S. employment law prevents employers from discriminating in hiring based on age, gender, and ethnicity. By using an applicant tracking system to select candidates to interview, the system allows employers to comply with the law.
ATS can provide hiring managers with metrics and data:
This data can improve the hiring process. Some systems collect Equal Employment Opportunity Commission data from candidates as part of the job application, streamlining compliance reporting.
ATS facilitate internal communication among hiring professionals:
This allows those with access to the system to share applicant resumes and notes.
ATS make the hiring process more effective and efficient:
ATS help hiring managers and recruiters more easily identify candidates with the skills, education, and experience that are most desired of candidates.
Just like you want the most relevant search results returned when you type a query into Google, the hiring manager doesn’t want to sift through hundreds or thousands of resumes to find the handful of people he or she really wants to talk to. This is basically what ATS does with resumes.
In the coming weeks, we’ll look at how Applicant Tracking Systems work and how you can prepare the most effective resume to ensure success with your job search.
Note: This blog post only touches on certain aspects of this topic and is not a comprehensive list. This blog post is an educational and informational resource for job seekers and is not a substitute for working with a resume writer or other professional. See our Terms and Conditions for additional information.
Comments are closed.