Does A Perfect ATS Exist

Every business is unique so don’t waste your time tailoring your business to the ATS you bought, build your own

Today the fast temp of work and life is driven by everything: sometimes we save literally seconds, but are still happy that we did not have to make an extra call or click "send" in the mail.

Advanced recruiters are becoming more and more "lazy", sometimes it seems that they are not even ready to lift a finger to get the desired candidate. But this is only at first impression, because laziness is the engine of progress. The desire to speed up the process and increase performance shows that human resources management keeps up with the time, giving the soulless machines everything for which you cannot press the extra buttons.

An important step towards reducing the time for hiring was the creation of applicant tracking systems (ATS) - today in one form or another such systems work in almost every large company that has its own recruiters. In medium and small companies, ATS may be as additional software. The growing need for ATS is associated with its direct influence on improving the efficiency of processing CVs and data about applicants. The growing popularity leads to competition among programs: starting from functions, ending with their own unique features and design.

Almost all ATS work over the web or by subscription. The standard package includes the ability to track a candidate at all stages of selection, centralized management of hiring processes, as well as individual needs of clients - the system can be literally customized for you, according to the needs of the company.

Some ATS go further towards customization and make integrations with other programs. Just think about what super tool you can create just by combining different platforms! For example, you can add a CV screening tool to sort your candidates and work only with relevant profiles, various tests to access soft and hard skills, a video interviewing service like VCV.ai for you to get a first impression about the candidate before inviting him/her to a live interview, game-based online assessments, compensation calculating platform, on-boarding service to make all your new employees comfortable on their first day at work. 

There can be several different cases how you can integrate a search bot and an AI powered voice bot so candidates would get automatically in your ATS, then you could build in several online assessments and all that's left to do is hold live interviews with the best candidates. This way you can turn the basic version to your unique and perfect system and focus on the important qualities of candidates specifically for your selection and lead yesterday's candidate as an employee in the future.

-    Speeding up of all stages of the recruiting process
-    Hiring cost reduction
-    Hiring quality improvement
-    Ability to integrate with other tools
-    Creation of the staff reserve of the company
-    Simplified communication with candidates

Using an ATS makes it possible to measure key indicators of recruitment and improve them. But the potential of ATS is not exhausted only by this: there are hopes for even greater efficiency increase due to the use of artificial intelligence technologies and natural language processing. They will ease semantic search in cloud platforms. As a result, companies will be able to select candidates by sorting and evaluating their CVs.

Maybe that's the reason why ATS are sometimes called talent acquisition and management systems.