5 Major Hiring Problems an ATS Can Fix

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You’ve got some problems here.

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You’re spending too much money on hiring. You have way too many resumes to go through with the team you have, great through your people are. You want to prioritize in-company hiring for your opening positions, but you’re not sure how to do that. You’re stressed out by the legal and industry compliance issues that inherently come up in your job.

You have so much to worry about that writing job descriptions and trying to interview and hire the best possible candidates for your open positions is getting buried under all your other issues.

You need help. But never fear!

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Super software is here!

Alright so maybe most Applicant Tracking Software doesn’t come with swishy red capes and laser vision. But it does come with a lot of awesome features that you can use to solve your hiring problems.

What’s your problem? If it’s on the list below, an ATS can save you in the same way Supergirl saves the earth from meteors and super villains.

You’re spending tons of money

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The recruiting process is expensive. In some cases, the combined cost of recruiting, hiring, and onboarding new hires can approach $9,000.

What.

And all those expenses (like travel, interviewing, relocation, etc) represent time as well. That’s a huge investment of resources per person. Could there really be a way to cut down on that expenditure?

An ATS is a multi-tool. Depending on what you get and how you utilize it, it can handle several different aspects of the hiring process for you. If a one time purchase can handle multiple functions, it saves you gobs of time and money.

You have way too many resumes

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Resume hoarding is a very real phenomenon. It’s hard to keep track of them, whether in physical, maddeningly cluttering form or in an unorganized electronic form. And especially with laws about how long you must retain them, for a business with a high volume of applicants it can feel like a sisyphean task.

An ATS not only keeps track of resumes for you but does so much more. It parses resumes into a much simpler format. You don’t have to fight against different applicant’s styles to compare one resume to another, simply look at the plain text information categories, side by side.

Image courtesy of Resunate.com

Anything obviously irrelevant can be nixed with the help of keywords so you barely need to think about it. It also helps keep them organized, with the dates and relevant keywords at your fingertips. No data entry slog required.

You’re not sure if you’re compliant

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Hiring laws can be complex since there’s so much you need to know. The awesomeness of an ATS is that it’s a program. That is, it’s largely free of human bias. Your hiring staff can find resumes based on merit alone, and never need to risk becoming a living example of a name bias experiment.

You can also use the keywords and options for good. Efforts to improve and encourage workplace diversity can be made easier with selection options based on gender, age, or ethnicity. 

Many ATSs even come with built-in tracking tools for legal compliance, so if this is an important aspect to you (and if you’re hiring in the US or doing any business with the government, it should be), ensure that your new ATS has these options, or that you can use the system in other ways to keep compliant. It will take a load off of your shoulders.

Screenshot of BirdDogHR ATS diversity statistics page

Screenshot of BirdDogHR ATS diversity statistics page

You want to prioritize in-company hiring

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Keywords are your new best friend. While being careless with your keywords can lead to accidentally weeding out resumes you would have loved to see, being creative about them can only help you.

Depending on your intra-company hiring system this may be completely irrelevant to you. But if your system involves filtering all applicants for a position through the same process (at least as far as the resume submission portion), optimizing your ATS keywords can help you bring in-company applicants to the front of your attention.

All you need to do is set up the keywords to include mentions of your company under past work experience, and resumes that have matching terms used will be included in your searches. Easy as that!

Screenshot of Bullhorn ATS keyword search function

You’re getting left behind

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Can’t you just hear your mother now? Well if all your competitors were jumping off a bridge would you do it, too? Maybe not. But in this case not doing what everyone else is doing is a serious problem for your business.

75% of talent managers are using some form of recruiting or applicant tracking software. All those benefits I mentioned? They’re getting those. That means your competitors are saving time, saving money, improving compliance, lowering legal hiring risks, and keeping ahead of the curve on hiring and tech trends… and you’re not. I don’t have to tell you that that’s a huge problem for your business.

What do you think?

Of course, if you don’t want to have the help, that’s cool, too.

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But I’m pretty sure that embracing and using ATS super powers would make your life a lot easier.

Have you made the ATS switch yet? Why or why not? Also, don’t you think that Supergirl is a highly underrated hero? Talk to me in the comments below.

Looking for Applicant Tracking software? Check out Capterra's list of the best Applicant Tracking software solutions.

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About the Author

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Halden Ingwersen

Halden Ingwersen is a former Capterra analyst.

Comments

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By using ATS you are effectively foregoing potentially a large chunk of ACTUALLY qualified candidates. Is it really worth it at the end of the day if you are looking for the right fit out of 1,000 resumes? I’m not sure that formatting issues or overlooking keywords is the best way to go about weeding people out…

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