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Applicant Tracking Systems (ATS) are software solutions designed to electronically streamline the recruitment and hiring process.
Almost every company on the Fortune 500 list uses ATS to speed up its entire hiring process.
In this guide we will debunk the most common misconceptions about ATS.
Well also look into some best practices for selecting and implementing an ATS.
Applicant Tracking Systems Myths
Below are the 9 common myths about ATS software.
In fact, ATS tools are specifically designed to automate repetitive tasks, such as sorting resumes.
Features like personalized communication templates and candidate profiles also allow for one-to-one interactions that complement the overall recruitment experience.
Rather than replacing human interaction, ATS builds upon it.
However, ATS solutions vary significantly to suit different industries, company sizes, and other specific needs.
Others are designed for startups and small businesses, with user-friendly interfaces and budget-friendly features.
Examples of ATS systems include Workday for large enterprises and Breezy HR for small to mid-sized businesses.
Each one offers special features that align with their target users requirements.
Myth 3: ATS Only Benefits Large Companies
ATS isnt only for large companies.
Small businesses can alsobenefit from adopting ATS software.
Small businesses often face challenges like limited resources and intense competition for talent.
An ATS can address these challenges with its automation tools.
Thesepricing structuresmake them accessible and make it easier to see areturn on investment.
Small businesses can save money and time by using ATS.
It would be unfair if they couldnt because of wrong guidance.
Many contemporary systems offer intuitive interfaces that simplify setup and integration, often with guided support and tutorials.
Also, some ATS solutions have evolved along with the market and now offer their products in SaaS.
Some ATS solutions are one click away.
Companies just need to sign up, start a free trial, and begin using the ATSthats it.
But, even from day one, theyre not complex by any means.
Myth 5: ATS is Not Secure
A common concern regarding ATS is related to security measures.
But this concern isnt rooted in reality.
Top ATS providers are held to rigorous security standards to protect sensitive data.
Leading ATS solutions often hold key security certifications, such as ISO 27001 or SOC 2.
These certifications prove that the ATS meets strict requirements for managing and securing personal data.
Its a matter of choosing a trusted provider.
If it can scale up and is affordable, you could test whether they have security measures in place.
A provider that takes their solution seriously will probably have considered privacy.
But thats not the case.
Modern ATS platforms can easily integrate with your current recruitment workflows or solutions rather than disrupt them.
Instead of reinventing your processes, an ATS optimizes them.
More than a dozen API-level integration types for ATS could even make the ATS almost invisible.
When you implement and manage a new tool from an existing UI, it might go unnoticedand still work.
Thats how sophisticated these solutions have become.
Its also simply not true.
While keywords play a role in ATS screening, they are not the only factor determining a candidates suitability.
If correctly used, ATS systems leverage various parameters, including skills, experience, and qualifications.
This myth is very widespread because there have been workarounds to it.
ATS can help mitigate some forms of bias, but they are not a quick fix to all problems.
This, of course, doesnt automatically guarantee a bias-free hiring process.
If these are based on biased assumptions or incomplete requirements, the ATS will obviously reflect those biases.
Naturally, this is also unsubstantiated.
Modern ATS are evolving and can process various resume formats, including those with distinctive designs.
Keeping the design simple is also a must.
Creativity matters, but it shouldnt overwhelm the text.
HR reps should explain to job seekers that they should prioritize content.
Avoid using images, graphics, or text boxes for key information.
Instead, rely on standard bullet points and headings to spell out qualifications clearly.
Human resources representatives should also warn job seekers about ATS simulators.
Many online tools supposedly score or rank resumes and tell how ATS-friendly they are.
Start with a needs assessment to determine your hiring challenges and what you want from the ATS.
This understanding will help you choose a system that matches your organizations goals.
Next, do your market research and check out several ATS options.
Look for features like user-friendly interfaces, integration capabilities, and data analytics.
Customization is very important, too.
Adjusting the ATS to your specific needs will make it more effective for your recruitment process.
This might involve customizing workflows or integrating tools that match your hiring criteria.
Also, some ATS systems come with a customized Careers page.
A well-trained team will make the most of the systems features, from screening resumes to analyzing data.
As a company, you should prepare yourself for year-round fine-tuning.
If you could match the hiring metrics with the onboarding and performance metrics, you might be into something.
How ATS Systems Can Help Recruiters and Job Seekers?
An ATS sifts resumes, yesbut it does so much more.
With a full picture of the most popular and hardest-to-fill jobs, companies can plan ahead.
Unfortunately, Applicant Tracking Systems have become known more for their myths than their eye-opening features.
However, the ATS is no longer limited to large businesses or tech companies.
Many ATS vendors offer easy-entry solutions that small companies with bare-bones recruiting teams can access.
Plus, knowing how to build their resumes for ATS can significantly improve job seekers chances of landing interviews.
