3 Reasons Applicant Tracking Systems Are Failing You Today.

An applicant tracking system, or an  “ATS” – is a software that enables recruiters to manage and perform tasks associated with a company’s recruiting process. It is the initial entryway to a candidate’s application process.

ATS softwares are embraced by almost all companies as they make tasks less burdensome for HR teams, allow applications to be submitted in large-scale and, in theory, make the hiring process a smooth experience for both recruiters and candidates. It’s the tool that all hiring managers want to scale their work efficiently.

But, are ATS systems actually worth the hype? Or is it a trend that’s blown out of proportion?

1) Your candidates are struggling, and that doesn’t look good on you.  

What most recruiters don’t realize is that research has found that up to 80 percent of candidates are saying that online application systems and ATSs are a stressful, difficult and horrible experience, according to a 2018 Capterra study.

Automated systems, like ATS, are providing terrible mobile experience to candidates, in an era where 78 percent of candidates would prefer to apply to jobs directly from their mobile phones. This ultimately increases the companies’ chances of losing candidates in the initial stages of the application process, or receiving bad reviews on review sites such as Glassdoor.  

For those who do struggle through the poor user experience are rewarded with a high chance of being rejected from the application process. The high rate is due to  ATS strict filters, that rule out candidates with minor inconsistencies such as incorrect resume formatting or exceeding character count. JP Medved, the director at Capterra points out that  ATSs filter as much as 75 percent of candidates out from a given job posting.   

Hiring managers are trusting ATSs without grasping that they’re leaning on the  the software instead of their own company to filter these candidates. Ultimately, they lose qualified candidates to this traditional technology, without getting a chance to even know their name.

2) ATSs are expensive & you’re still interviewing unqualified candidates  

Another ATS flaw is the lack of pre-screening tools provided by these softwares. Recruiters shouldn’t be manually reviewing every single application they receive, but they also shouldn’t be spending time phone-interviewing  or personally meeting candidates who could have been filtered out from the application process for the right reasons.

According to Ongig, an applicant tracking system can cost anywhere from $10,000 to $60,000+ per year.   That’s a lot to invest in if you’re still spending time and money interviewing unqualified candidates, spending more than 2 months finding the right candidate for a specific role or performing manual work on the side such as calling, emailing candidates, and following up with candidates.  

On top of this, there’s a lot you’re NOT paying for and that most ATSs aren’t providing, such as: soft-skill assessments, pre- and post-job analytics, tools that emphasize diversity inclusion, pre-interview videos to gather further candidate information, company culture exposure, candidate scoring and more.

3) ATSs aren’t tailored to your needs and don’t keep up with trends

Let’s face it: in our globalized and fast-paced world, recruiting trends pass like fads . It’s up to hiring managers to keep up with these trends, implement them in their processes and provide a meaningful positive experience to their candidates tailored to what the company needs at the time.  

Thanks to companies like LinkedIn, who study recruiting trends consistently, you can access the insights needed to modify your current processes and adjust them to your specific business needs. However, ATSs can’t easily adapt at the pace you need them to.

A recruiting software must provide you with a customization option so you can better achieve your company’s goals and stay on top of trends.  These robust and complex softwares can be tested and tweaked, but if your system isn’t constantly being updated to fit the changing interests of candidates, you’ll lose out to more prepared hirers.  If your ATS doesn’t allow you to modify assessments, questionnaires, and videos, tweak certain steps in the application process as well as add different features, it might not be empowering enough for you to keep up with trends and display your unique company culture.

Here’s a platform that lets you do all of the above and more.

So what’s the solution? Educate yourself on your system  and be aware of its flaws. Understand your unique recruitment needs and pains. Look to emerging hybrid platforms that incorporate ATSs’ positive features along with disruptive tools and processes that keep you ahead of the game.

Your first step might be to take a look at Enlizt, a different type of recruiting and hiring SaaS platform that:

  • Standardizes all applications into one unique format so that candidates can seamlessly apply to various jobs and enjoy the experience through their mobile phones.
  • Is cost-effective. Pay only $1 for every qualified candidate that completes their application process, putting control of your investment and filters in YOUR hands.  
  • Provides you with a customizable series of questionnaires, soft-skills assessments, pre-interview videos, and transparency to candidate scores, backgrounds and qualifications. In doing so, Enlizt catches you up to trends and allows you to demonstrate your company culture in an interactive way.

Own your recruiting process and strategy. Try it out now for free: Post a Job!

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