Businesses these days are going guns blazing to invest in recruitment technology and Applicant Tracking System is the most important piece in the scheme of things. If you have worked as a recruiter, this post is of even much more importance as you would know why an ATS is so integral to the success of the new age recruitment teams around the world.
Recruitment landscape is witnessing a transformation courtesy of the new age applicant tracking systems (ATS) that are now available in the market. Recruiters are also experiencing the effects of this shift towards technology. As the widespread acceptability of automation in HR increases we can expect this space to undergo some tectonic shifts.
Businesses have never done as much hiring as they are doing today, as testified by the burgeoning recruitment budgets. However, there are many challenges that face these businesses. Getting the right talent is one, and in fact, the main concern of the entire executive suite. The PwC’s 2017 CEO survey reveals that chief executives saw the unavailability of talent and skills as the biggest threat to their business. ATS vendors intend to change this threat into opportunity by developing Applicant tracking software that not only automate the hiring process but also provide business intelligence through inbuilt AI and machine learning. This will lead to quicker hiring, better decision making and improved productivity.
Some other impacts of ATS in recruitment will be:
- Raising requisitions and getting approvals will be easier and faster
- ATS powered recruitment will help improve pre-screening of candidates
- ATS enabled recruitment will drastically shorten time for job posting
- Managing offers will be simpler through ATS & recruitment tools
- Artificial Intelligence powered ATS will lead to better decision making
Raising requisitions and getting approvals will be easier and faster
With ATS, putting out a job requisition will now be a breeze. Hiring managers will no longer have to use manual methods like emails or pen and paper to raise requisitions. Use of ATS will bring automation and efficiency in this process. Also, waiting for requisition approvals to get started working on actual hiring will no longer be required as ATS will allow the approvers to instantly view the job description and provide their go ahead on the same through their emails. The best thing about this will be that approvers can view and approve the requisitions from anywhere and anytime, just from the comfort of their email inbox.
ATS powered recruitment will drastically shorten time for job posting
From the time when recruiters had to post a particular job description manually on their career page, multiple job boards and their social network to posting the job everywhere in one click, ATS recruitment will have a huge impact on the job posting process. ATS recruitment will ensure complete ease of process and a lot of time savings. Also, the integration of different job boards with the ATS is something that happens in the backend and recruiters rarely have to get their hands dirty. All that is needed is the job description, and a active subscription.
Using ATS enabled recruitment will help improve pre-screening of candidates
Screening candidates is one area that all future ATS and recruitment tools will excel in. Powered by Artificial Intelligence and Machine learning, applicant tracking systems will be able to quickly identify the right profiles for a particular job. Recruiters will no longer be dependent on manual screening of CVs. Going through each and every application and then parsing the CVs based on your description and skills list (screening for the best fit) will become a thing of the past as everything will be handled by the ATS only. This is not all, the AI will learn from the recruiter’s past action and will automatically rank the candidates and recommend similar candidates based on their past actions.
Managing offers will be simpler through ATS & recruitment tools
Once recruiters successfully select the right candidates for the job, the next level of hiring is sending out offer letters. In a big company, creating offers, tracking offer approvals and managing candidate responses can be quite a task. ATS will solve this piece of puzzle also as thanks to their automated workflows, recruiters will no longer have to manually slog for managing the offer process. In ATS powered recruitment, the entire process from auto-generating offer letter templates to sending it across to selected candidates and collecting references and other pre-onboarding documents is automated. This is major time saver and also boosts the employer branding of the organization.
Artificial Intelligence powered ATS will lead to better decision making
While enhanced efficiency, productivity and time saving are more tangible benefits of ATS enabled recruitment, the more invisible but nonetheless important impact will be on decision making of the recruiters and hiring managers. The powerful analytics and AI ingrained in the new age recruitment solutions provide deep insights into the hiring process, and candidate quality which can be understood and used for making better hiring decisions. This is just a small insight into what ATS recruitment means for the recruiter. This year, an ATS will become a must-have in the recruiter’s toolbox. However, the key is in choosing the right ATS for your hiring process.
An applicant tracking system is software that helps recruiters manage and keep track of all of the job openings, candidate CVs, vendors, while automating their entire hiring process. It also provides a CV database, allows recruiters to search for the relevant profiles and helps them in shortlisting candidates by screening their resumes. While earlier the ATS were mainly used for CV screening and shortlisting, with advancement of technology, these software now come equipped with features like interview scheduling and candidate tracking also. These new features play an important role in automating and managing the recruitment process.
There are umpteen numbers of ATS available in the market and choosing the best out of them requires a lot of research and due diligence. To simplify your job we have gone through top 10 hiring software in the market and enlisted them here for your ready reference. We will see how these top 10 applicant tracking solutions compare with each other.
Applicant tracking system comparison
Finding the right applicant tracking system has become a challenge, since there are so many options available in the market. Companies looking to improve their sourcing prowess and hiring quality can turn to ATS as they provide an easy and quick way to source from multiple channels in a click. These software solutions will make your hiring process more effective than ever. In order to compare different ATS you have to first consider your company’s specific needs. Find how well the software integrates with your existing resources like career website and corporate email solutions. Other areas where you can conduct a comparison include the screening and search capabilities of the software. Pricing is another area that should be considered while making the decision to buy an applicant tracking system to perform the cost comparison. Now let us go through the applicant tracking system comparison in detail.
Top 10 Applicant Tracking Systems (ATS) in India
- Oracle Taleo is one of the Top Recruitment Solutions
- Greenhouse Software is one of the Best ATS tools
- Jobvite is one of the Top Ten ATS
- Kenexa Brassring is one of the Best Hiring Solutions
- SAP Successfactors is one of the Best ATS in the market
- Lever is a Top ATS
- Naukri RMS is the Top Applicant Tracking System in India
- Zoho Recruit is one of the top 10 ATS in India
- Talent Recruit is one of the best ATS for recruiters
- Hirecraft is one of the Best ATS for Recruiting
Top Global Applicant Tracking Systems
Oracle Taleo is One of the Top Recruitment Solutions
Oracle’s fully integrated talent acquisition solution is a cloud based system that includes recruitment marketing and employee referrals to source talent, provide end-to-end recruiting automation, and streamline employee onboarding. The Global HRMS was founded in 1996, and later acquired by Oracle in 2012. The product has two variants, Taleo Business Edition for small enterprises & Taleo Enterprise Edition for large enterprises. The Oracle Talent Acquisition Cloud helps recruiters easily source, recruit, train, and retain talent through a social and data-rich talent management software suite. Oracle Taleo offers many unique features such as:
- Background Verification Portal
- Employee Referral Portal
- Multiple Roles for One user
Greenhouse Software is One of the Best ATS Tools
Greenhouse is one of the best recruiting software around. It is an integrated platform which streamlines the hiring process and enables structured hiring. It allows recruitment teams to collaborate with each other, share application reviews, jobs and offer approvals. To ensure recruiters hire higher quality candidates, the software allows creating a scorecard that rates the candidate on key attributes required for success. Greenhouse software doesn’t cater to recruitment agencies and is only targeted towards SMBs and enterprise. Airbnb, Pinterest, Shazam are some of its clients. Some unique features of Greenhouse software are:
- Seamless collaboration with hiring teams through @mentions, shared application review, and job and offer approvals
- Customized career pages and job boards
- Customizable email templates
- Automated surveys to measure candidate experience and get valuable feedback
- A robust reporting and analytcis module with 30+ Reports — including source quality, time-to-fill and others
Jobvite is One of the Top Ten ATS
Founded in 2006, Jobvite is a global recruiting solution that relies on more than 10 years of experience in the field of recruitment. The Jobvite Talent Acquisition platform has six major modules, which provide best-in-class features and practices, including a mobile hiring app, and a Reporting & Analytics suite. Jobvite is one of the most secure hiring platforms, as it protects applicant data with built-in firewalls, TLS encryption and DDoS data mitigation. It also offers open API infrastructure that allows custom integrations with third-party software. Some unique features of Jobvite are:
- Jobvite Hire has built-in automated intelligence that helps recruiters find the best interview times, screen and rank candidates automatically, and predict time-to-fill, among many other things
- Employees can login to Jobvite Hire, view all referral jobs & share them with their network either manually or automatically.
- Customizable dashboard & reports
Kenexa Brassring is One of the Best Hiring Solutions
IBM Kenexa Talent Acquisition Suite is package of various recruitment solutions that help recruiters to find, hire and on board top talent. It encapsulates their ATS, IBM Kenexa Brassring which handles the entire recruitment flow from requisition tracking to offer generation. In addition to the ATS, IBM also offers the famous IBM Watson Recruitment module where an AI powered algorithm assists in candidate success and skill scoring, requisition prioritization and social listening. BrassRing was founded in 1999 and was later acquired by Kenexa in 2005. IBM acquired Kenexa (BrassRing) in 2012. Some of the unique features of IBM Kenexa Brassring are:
- BrassRing is highly configurable with open integration capabilities, making it compatible with the widest selection of vendor systems.
- It can reach talent in 31 different languages and supports 39 dialects and locales
- BrassRing comes with robust mobile recruiting features including, an extensive mobile apply capability that enables candidates browse jobs and complete a full job application including interview questionnaires on their mobile device.
SAP Successfactors is One of the Best ATS in the market
SAP SuccessFactors wants you to “win the talent war, keep employees fully engaged, and transform your workforce for the future.” Their software is designed to help you achieve the same. SAP Successfactors offers a complete HCM suite with recruiting, onboarding, learning, performance, compensation and successions as its major modules. Their solution is targeted towards large enterprise who want to streamline their entire HR process, gain an edge on recruitment and retention and achieve training and re-skilling capabilities for their workforce. The software takes advantage of technologies such as artificial intelligence and machine learning. Some of the unique features of Successfactors are:
- Unmatched job reach with ability to post to more than 4,000 sources across more than 80 countries including job boards, colleges and universities and social networks
- Search engine optimized career site and landing pages that improve careersite’s ranking on major search engines to increase candidate flow at minimum cost
- SAP Signature Management by DocuSign
Lever is a Top Hiring Software
The makers of Lever put it proudly as one of the platforms that introduces a human element into an impersonal hiring approach, and helps build a strong relationship between employers and their employees. Lever is one-of-a-kind system that binds ATS and CRM, and lets recruiters build professional career websites. Once it collates all necessary data, Lever displays candidates that matches job requirements, and uses its Talent Intelligence feature to shortlist the best among them. Lever syncs easily with recruiters’ calendars and email service providers. Lever Hire is its main recruitment module while Lever Nurture is the Intelligent sourcing software that helps you engage passive candidates & make them interested in specific roles through entirely personalized and automated email campaigns. The Lever Talent Intelligence module offers advanced dashboards for global reporting. Some of the unique features of Lever Hire are:
- Beautifully designed careers pages and a one-page, mobile-friendly application.
- Flexibility for candidates to self-schedule their interviews
Top Indian Applicant Tracking System
Naukri RMS is the Top Applicant Tracking System in India
Naukri RMS is a product of Naukri.com, India’s leading job portal. It is a cloud based, easy to use new age applicant tracking system, which automates the complete hiring process, right from requisition to offer. Naukri RMS is the best applicant tracking system in India for recruiters that comes equipped with features essential for speedy and quality talent acquisition. RMS’ configurable workflows and advanced automation capabilities makes it powerful recruitment software. Being an advanced hiring solution Naukri RMS saves time and efforts, and streamlines the entire hiring process. Some unique features of Naukri RMS are:
- Seamless integration with Naukri Resdex: Recruiters can easily build their private centralized database through by importing CVs from Naukri Resdex, the largest CV database.
- Excellent Sourcing capabilities: Users can source from multiple channels, including Naukri Resdex, Career website, employee referrals, social media channels and multiple job portals
- Advanced search and screening: Recruiters can use Naukri’s advanced search and matching filters that allow quick screening and shortlisting of candidate CVs.
- Automatic recommendations: RMS provides recruiters automatic recommendations for every requirement using AI and machine learning and identifies top talent by rewarding star rating
Zoho Recruit is one of the top 10 ATS in India
Zoho Recruit is a specialized applicant tracking system which provides recruiting solutions to both, corporates and staffing firms. Zoho is an Indian software development company with two HR centric products – Zoho People & Zoho Recruit. While Zoho People is an HRMS for small & medium businesses, focusing on employee onboarding & engagement, Zoho Recruit is the recruitment software (launched in 2009).
With Zoho Recruit, recruiters can easily manage applicant data, organize, screen and shortlist candidates in minimum possible time. Zoho also provides seamless communication with candidates through integrated email, text and phone options. Some of the unique features of Zoho Recruit are:
- A candidate portal where candidates can login, upload their CVs against the jobs and also save their documents.
- A highly useful mobile app for all stakeholders
Talent Recruit is one of the best ATS for recruiters
Talent Recruit is an India based ATS provider headquartered in Bangalore. The company provides an advanced and comprehensive recruitment platform driven by artificial intelligence and machine learning. Talent Recruit is a highly configurable solution that can be customized to suit to client’s needs. Its AI driven module, TalentRecruitCorp uses machine learning capabilities to enable the system to understand the shortlisting patterns of hiring managers and interview panelists to increase the recruitment success ratio. Some unique features of this ATS are:
- Automatic CV recommendations based on semantic search based on JD, sourcing pattern of the recruiter & shortlisting pattern of the hiring manager.
- Graphical reports on candidate engagement, user performance matrix, ageing analysis, and social recruiting among others.
Hirecraft is one of the Best ATS for Recruiting
Hirecraft is a leading talent acquisition solution in India. It is highly configurable recruitment software that caters to a large clientele of corporate and consultants. The software is available, on premise as well as in the cloud. Hirecraft has developed TALLINT platform that helps manage sales force automation, talent acquisition, workforce provisioning, and project management. The talent acquisition suite of TALLINT, helps organizations manage complete lifecycle of talent acquisition process from forecasting, sourcing to onboarding. Some of the unique features of Hirecraft TALLINT talent acquisition suite are:
- Manpower Forecasting/ Planning
- Manpower Request Approval Process
- On-boarding Process including paperless on-boarding practice
The success of an enterprise depends heavily on its workforce. This is precisely why CEOs around the world are now concerned about hiring quality talent more than ever before. To overcome this challenge of talent shortage, there is a need to speed up and simplify the recruitment process. Recruitment automation tools have the capability to replicate the entire manual recruitment process digitally, saving lot of time, energy and resources while improving employer brand.
- What is Recruiting Automation?
- The Recruitment Software Market
- Benefits of Automating Recruitment
- Recruitment Automation Trends in 2019
What is Recruiting Automation?
Recruiting automation tools/software automates the manual processes of sourcing, shortlisting, pipelining and selecting qualified candidates for a role. These tools streamline the entire candidate search through API integrations with various job boards, allow posting jobs to different platforms simultaneously, and are equipped with intelligent CV screening and shortlisting algorithms. Recruiting automation is a powerful evolution from the traditional pen and paper model of hiring.
The Recruitment Software Market
According to research by ResearchMoz, the global recruitment software market is growing rapidly and will reach $2.7B by 2022. The research has confirmed in its findings the growing demand of SaaS-based recruitment software that will not make the recruitment process more efficient but also allow recruiters to access data and services from remote locations, anytime, eliminating the need for any on-premise server and software installation. These on-cloud recruitment software also offer other benefits such as quicker implementation, reduced costs and better ROI.
Benefits of Automating Recruitment
- Recruiting automation will enable quick sourcing of candidates
- Automation in recruiting can help improve productivity and ROI
- Recruiting automation improves the Candidate experience
Just like the sales and marketing industry has experienced huge performance benefits after adopting software-enabled automation, recruitment industry will also experience better results once they understand the full potential and benefits of automating recruitment process. While in some quarters there are some reservations regarding AI and robots replacing humans, it’s essential to understand recruiting automation in the right context. Automation is supposed to give recruiters relief from endless hours of manual screening of candidate CVs, and maintaining large spreadsheets of recruitment activities amongst others. It will never ever replace recruiters. On the contrary recruitment automation will give recruiters more time to be innovative, creative and strategic.
Recruiting automation will enable quick sourcing of candidates
Writing effective job descriptions and posting them on different channels repeatedly can be incredibly time consuming and frustrating at times. However, with automation tools with machine learning can now go through different job descriptions you have posted previously, analyze and predict how your new JD will perform. You can implement the suggestions to maximize the number of applicants. The job description can be posted on different platforms in a single click. What more, all the responses coming in can be prescreened by machine learning algorithms to sort the best candidates for a particular job opening. These ML algorithms learn from recruiter behavior and can provide “profile suggestions” the next time when a similar role is open for hiring in the organization by scanning through the database of CVs.
Also Read: The Importance of Sourcing in Recruitment
Automation in recruiting can help improve productivity and ROI
Tracking candidate data, maintaining record of recruitment activities and analyzing recruitment performance is a highly important part of recruitment process. However, it is also the most hated and time consuming part of a recruiter’s job and understandably so. No one likes filling up complicated spreadsheets and forms and using complex formulas to analyze performance. Automation tools that are equipped with robust data tracking and analytics not only give recruiters the business intelligence to identify bottlenecks and improve the ROI of the overall recruitment process, but also automatically provide a number of reports that give an instant primer on their productivity and help improve it.
Recruiting automation improves the Candidate experience
AI tools like chatbots can integrate with your recruiting software and provide an instant messaging experience between recruiters and candidates. While earlier candidates had to wait for recruiters to send their application status updates, recruiting software now sends automated mailers to candidates whenever there is an action on their application. This gives applicants a clear picture of their candidature, eliminating any confusion and allowing them to pursue other options simultaneously. Offer letter acceptance and document collection is also an online process now that can be completed with few mouse clicks, thereby making a complex process extremely simple for the candidates also, eliminating any need of carrying a stack of document on the joining date.
Also Read: Chatbots In Recruitment: How Do They Help?
Recruitment Automation Trends in 2019
According to Entelo survey of hundreds of TA professionals, 75% of recruiters commit to use of technology in their hiring process in 2019, saying it will play an important role. As passive recruitment becomes the most important source of “high-quality” candidates, majority of recruiters are now turning to automation tools to build a talent pipeline or a personal CV database through sourcing. Also, while 78% of recruiters believe that data intelligence would make them more successful at their job in 2019, 71% recruiters agree that intelligent tools are required to process data for them. Over 39% of recruiters believe candidate sourcing is the key area where recruiting automation is most useful followed by shortlisting and interview scheduling. However, the overarching theme of the research is the irrefutable ability of recruiting automation to increase productivity as over 80% of recruiters agree on this. This is why 22% of TA teams will increase their budget for recruiting automation technologies.
Data security has become of great concern these days and rightly so as a huge chunk of critical user data is stored on remote datacenters and accessed on daily basis by various systems through the cloud. In such a scenario, even a small breach can place the entire system at risk of being hijacked and misused for various unscrupulous reasons. Applicant tracking systems or recruitment software is getting advanced by the day. Most of them now use cloud based technology and provide a personal centralized database to the customer. But are they secure enough?
Automation is a buzzword in the recruitment industry. While we witnessed the first automation technology making its mark in HR in mid 1990s, it wasn’t until last 5 years that applicant tracking system became an absolute necessity for HR professionals and there were good reasons for that. HR Technology has come up in a big way in the last few years. While large enterprises have been quick to adapt, there are still several small and medium businesses that are stuck with the traditional ways of hiring, thus losing out on top talent and hours of productivity with every passing day. There are umpteen benefits of using an Applicant Tracking System. We have listed here the top 10.
The case for using applicant tracking systems in recruitment is becoming stronger as business heads now acknowledge the role of next generation HR technology in improving HR productivity and efficiency. The C-Suite executives now understand that talent is their biggest asset. This is precisely why, whether it is an enterprise or a startup, every business is looking to expand their HR capabilities so as to improve the talent quality and hiring process (Also Read: Top 10 Benefits of Using an Applicant Tracking System). Even if you are one of those early adopters who were already using an applicant tracking system in your organization, it is essential to keep looking for signs that you are actually getting the maximum bang for your buck.
Using a legacy technology is as good as using no technology at all. Here are some indicators that tell you may be using an outdated Applicant Tracking System and there is a need to change your ATS:
- Change your ATS if it lacks a Configurable Hiring Workflow
- Switch your ATS in the absence of ATS Integration
- Replace your ATS in case of no improvement in Time to hire
- Upgrade your ATS in case of no improvement in Candidate Experience
- Lack of Social Media Integration is a sign your ATS is outdated
Change your ATS if it lacks a Configurable Hiring Workflow
Every business has its own hiring process and modalities. There are certain norms and practices that apply very well to a manufacturing business but may not hold true for an IT company. The Applicant Tracking Software you are using must take into account the nature of your business, the scale of your business and allow you to setup a hiring workflow accordingly. If the ATS doesn’t have such configurability, it is time to look for a better option.
Using your ATS, you should be able to replicate each step of your hiring process, whether it’s calling a candidate for an interview, sending out reminders, scheduling interviews, generating offers or onboarding. Also, when a business scales and grows into various departments or separate entities, its hiring process also evolves and becomes complex. Your ATS should be robust enough to handle the new, complex hiring flow. In short, the applicant tracking system you chose should completely satisfy the unique needs of your company’s hiring workflow.
Switch your ATS in the absence of ATS Integration
Whenever there is talk of B2B software, especially enterprise software like ATS, integration is a major concern. Integration becomes tricky with Applicant Tracking Systems as most large organizations use their legacy HRMS or Candidate Management Systems, which they are heavily reliant on for managing a lot of HR tasks. Replacing their HRMS to accommodate a new ATS or vice versa doesn’t make sense most of the time and therefore, ATS integrations become a key concern in such scenarios.
Make sure your ATS vendor offers integration with third-party solutions, so that talent acquisition professionals can leverage the power of latest tools and technologies without compromising on their choice. These technologies could be anything, from data analytics & business intelligence tools to chatbots, third party search, email and others. This integration should take place seamlessly on the back-end, without affecting user experience, where user can be either the recruiter himself or a job seeker.
(Also Read: What to look for in an Applicant Tracking System)
Replace your ATS in case of no improvement in Time to hire
Deploying an ATS is largely dependent on the benefits that every ATS vendor promises. Reduced hiring time is one of such advantages that an ATS user should ideally experience over a non-ATS user. The ATS is supposed to have functionalities, such as a search and parse algorithm, automated workflow, instant communication or collaboration between different stakeholders, that enables recruiters to take more effective and timely hiring decisions.
This can only happen when your ATS not only allows sourcing the best matches for a role but also supports end to end hiring. In effect that means, the Applicant Tracking Software must act as your end to end recruitment software. Time to hire is an important recruitment metric that indicates the effectiveness of the ATS in use. Ideally, the ATS should be telling you the time spent in filling a position after it is posted. This would help you compare and gauge the effectiveness of your Applicant Tracking Software.
Upgrade your ATS in case of no improvement in Candidate Experience
A report from Software Advice says that 26% of recruiters believe using ATS has a positive impact on the candidate experience (Also Read: How to Measure Candidate Experience?). Using the right ATS can go a long way in improving the candidate experience. Good candidate experience comes from simplicity and intuitiveness. A good ATS should be invisible to its users. The last thing you want is to use an ATS which may count high on features but has an overtly complicated and long hiring workflow. If your ATS is making the job application process lengthier for the candidate than it should be, it’s time to change it in favor of simpler, easy-to-use software.
Lack of Social Media Integration is a sign your ATS is outdated
If you are still stuck with an ATS that doesn’t have built in support for social media for sourcing profiles, it’s time to change it. The new age applicant tracking systems allow posting jobs on various social media channels in order to reach a previously untapped mine of talent. In addition to social media posting, social media sign in is another important feature where candidates do not have to create a new profile from scratch while registering for an account.
The ATS can pull profile details from the social media page of the candidate. Allowing employees to easily share the job posted on employee referral site to their own social media account through the click of a button will expand the company’s pool of resumes and help them tap into a greater talent pool. Thus, lack of social media integration in your ATS is no longer acceptable in the current age.
The role of Applicant Tracking Systems is vital in evolving hiring processes across departments and organizations. However, first it is important to bank your money on the right piece of software in order to maximize your gains and return of investment.
We have already dealt with the basics of Boolean search and its applications in sourcing and recruitment. Owing to the limitations of Boolean search there was a need to migrate towards a more comprehensive and intelligent search technology which was partly fulfilled by semantic search.
Let’s examine how semantic search has proved to be a great help for recruitment software developers and where the future of sourcing and recruitment is headed:
- What is Semantic Search?
- How semantic recruitment works?
- What are the Benefits of using Semantic Search in Recruiting?
- What is the future of Semantic Search in Recruiting?
What is Semantic Search?
Looking up the definition of semantics reveals it as “meaning or interpretation of a word or sentence”. Semantic search is defined as a search technique which takes into account the meanings of words and the searcher’s intent, looking beyond the exact word for word match of the search query.
Semantic search works at contextual and conceptual level, allowing you to search for “meanings”, rather than simple “words”. Applicant Tracking Systems are a great help for recruiters because they present a centralized database ready for sourcing profiles. Earlier, recruiters wasted precious time going from one source to other source searching for the matching candidate. An ATS solves this pain point. But is that all to the much hyped “recruitment technology”? Shouldn’t the ATS be able to provide you with the best possible candidate for the job, and not just matching profiles?
However, most ATS providers currently lack that search intelligence which can guarantee such results, even if they have the vastest database of prolific candidates. Semantic search intends to solve this problem.
(Also Read: How to select an applicant tracking system)
How semantic recruitment works?
Jobseekers do not write their resume for software. An average ATS often misses the best candidates as their search function which relies solely on Boolean is not capable enough to understand the words that they are using to phrase their skills and experience. A recruiter when uses a particular query for searching their database, might be missing on candidates who chose different words to describe the same qualification. Semantic search solves this by understanding what the candidates are conveying and how it relates to the search query.
For instance, when a recruiter searches “content marketer”, semantic search takes into account the expanded meaning of the word by using language patterns and fetches all the best possible related results that may also include candidates with “digital marketing”, “content writing”, or “blogging” as their key skill. Thus, leveraging semantic search, recruiters can source from a larger pool of qualified candidates.
What are the Benefits of using Semantic Search in Recruiting?
Some of the key benefits that application of semantic search in ATS provides include:
- Larger pool of qualified candidates to choose from
- Recruiters need not have to type every skill nor they need to have the knowledge within an industry or skill set to return all relevant candidates in the database
- Reducing time to source candidates
- Providing a boost to the recruiter’s talent sourcing capabilities
- Recruiters can enjoy more time for performing the actual HR responsibilities of engaging with the relevant candidates
- Greater productivity for recruiters
(Also Read: How to Reduce time to hire)
What is the future of Semantic Search in Recruiting?
It will be wrong to assume that Boolean search is any less powerful than Semantic. However, relying solely on any one of these search technologies will only result in a compromised ability to source relevant candidates. Until AI and machine learning becomes mainstream, ATS vendors will have to keep finding ways to combine the strengths of both in their offerings. In the end, a human touch will always remain an absolute must to make the difficult decisions.
(Also Read: The Role of Artificial Intelligence in Recruitment)
This is no secret that recruitment departments across all scales of organizations are arming themselves with HR software, showing specific interest in the new age cloud based applicant tracking systems (Also Read: Why Cloud Based ATS is better). Buoyed by the useful features and productivity increments that these ATS present, organizations are lapping up every opportunity to adopt the new technology. However, if you want to experience full benefit of an ATS, it’s essential to do due diligence of the vendors providing it. Here are some points to keep in mind while making the decision:
- Multiple job board access is an important applicant tracking system feature
- Candidate screening is one of the key ats features
- ATS resume parsing technology is an important component of applicant tracking system
- Reporting and analytics is one of the key features of an ats
- Mobile friendly user interface is one of applicant tracking system functional requirements
- Instant messaging and collaboration is an essential application tracking system feature
Multiple job board access is an important applicant tracking system feature
An applicant tracking system should allow recruiters to post jobs on multiple job boards in one go. To enable this feature ATS should have multiple job board access. In order to build a large candidate pool, it is essential to be able to source CVs from multiple channels. The ATS should have this inbuilt feature where the user can post the job to multiple job boards in one go. This feature makes sure recruiters do not have to post the same job description to different job boards one by one and thereby reducing the redundancy. It helps in increasing recruiter productivity and speeds up the hiring process.
(Also Read: How to Improve Talent Sourcing in Your Organization?)
Candidate screening is one of the key ats features
After sourcing, recruiters have to screen the candidates for the open position. Going through thousands of CVs is not an option as it will be a tortuous and time taking process. The ATS should be equipped with candidate screening tools that automatically scroll through the CVs and parse them in structured, searchable format. Using the screening feature, recruiters should be able to filter through the entire database of CVs in few minutes to find the relevant matching profiles.
ATS resume parsing technology is an important component of applicant tracking system
The most critical functionality of an ATS is its ability to find candidates based on keywords query of the recruiter. Although there are many other uses of an ATS but there is little that you can do until you have found someone for hiring. Just because you have a huge database of resumes doesn’t mean that you can easily hire anyone whenever required. The data is of little value if you do not have the means to retrieve the right information when you need it. Therefore, having an exceptional search and resume parsing technology is of critical importance.
ATS uses resume parser to extract useful information from CVs and make them searchable. With the aid of semantic search capabilities, an ATS is quickly able to sort CVs as per the keywords. An ATS with an intelligent parser is able to understand keywords and the context in which they are used and return accurate results. With a strong parsing technology in place, an ATS can become HR’s best friend helpful in better talent management by removing manual entries and wrong information.
(Also Read: The Benefits of Semantic Search in Recruiting)
Reporting and analytics is one of the key features of an ats
Ask any recruiter, and his biggest pain is hitting the target numbers. Hiring process is as much about getting tangible results as it is about building fruitful relationships with candidates. This means ATS should be as much about providing sound reporting and analytics capabilities as it should be about providing a positive candidate experience. Ask your ATS vendors about the recruitment metrics that can be tracked by the ATS. Time to hire, time to fill, cost per hire, and employee referral tracking are some of the vital recruitment metrics that your ATS reporting and analytics module should cover.
(Also Read: Top 5 Recruitment Metrics That Matter)
Mobile friendly user interface is one of applicant tracking system functional requirements
Millenials are a mobile loving generation. If the candidates are using mobile to search and apply for jobs, the applicant tracking system should enable them to do so. The ATS should provide ease of use through a mobile friendly interface to candidates who want to complete the application process while on the go. If the ATS cannot provide a seamless experience on mobile, there is a huge chance of losing out the talent to the competition.
Instant messaging and collaboration is an essential application tracking system feature
ATS that are equipped with messaging and collaboration tools allow seamless communication between candidates, recruiters and the hiring manager. With proper communication candidate experience is positively impacted which again leads to building of a strong employer brand. In the end, a strong employer brand is essential to attract the top talent. Also, seamless collaboration removes bottlenecks, enhances performance and propels the process towards greater success.
(Also Read: How to Select an Applicant Tracking System?)
Cloud is trending big time in technology space. From large enterprises to startups, everyone is either in the process or preparing for moving their core business functions to the cloud. Well, even governments around the world have now identified the benefits that cloud represents and hence are not averse to capitalizing on cloud computing’s myriad benefits. Recruitment could not have been left behind and therefore we see a new breed of recruiting software, based in the cloud, making a wave across the industry. Here are some reasons why you should choose a cloud based applicant tracking system:
If you are a part of the recruitment industry, you must have heard by now about the various benefits of using a hiring automation tool, more commonly known as an applicant tracking system. Many of you must be experiencing it firsthand. But what about a cloud based ATS? How does it make more sense, than say, your locally hosted ATS?
Here are some points that will make you re-evaluate your recruiting efforts with a cloud based applicant tracking software:
- Cloud based ATS Improves Accessibility
- Cloud based Applicant Tracking System is quick to deploy
- Cloud based Applicant Tracking Software speeds up recruitment process
- Cloud Applicant Tracking System is always up-to-date
- Cloud based HR Software reduces expenses
Cloud based ATS Improves Accessibility
With cloud comes the ability of remote access. While on-premise software will require you to be physically present in the office to get work done, an ATS with cloud capability will let you work from anywhere with just a computing device and an active internet connection. Working from office is not the most convenient option at times and therefore, having a cloud based system is of much use as it allows retrieving information and data from anywhere, anytime, 7 days a week.
(Also Read: How to Select an Applicant Tracking System?)
Cloud based Applicant Tracking System is quick to deploy
On premise software are often bulky and require expert installation skills, which make them a time consuming affair. On the other hand, with cloud based applicant tracking system, speedy implementation can be achieved as they do not have very high specific system requirements. Also, cloud based recruitment software do not require much training as compared to legacy software. Without the need to spend time in processes like procuring licenses, setting up servers deploying cloud-based software is a much speedier process.
Cloud based Applicant Tracking Software speeds up recruitment process
Owing to the number of stakeholders involved in recruitment, the entire process becomes a lot complex and time intensive. Using cloud based applicant tracking software speeds up the entire recruitment process by reducing the response time between different parties involved as each update happens in real time. Coordinating communication becomes easier resulting in a more streamlined workflow. By removing friction across different stages of recruitment, a cloud based ATS accelerates the entire recruitment process.
(Also Read: Why Your Applicant Tracking System Needs an Upgrade?)
Cloud Applicant Tracking System is always up-to-date
With on-premise software, upgrading is a big headache. You have to call in engineers from vendor who take their own sweet time getting the system updated without worrying about your days of productivity going out of window. So much is the concern whenever an upgrade is around the corner that many companies ultimately decide to give it a miss, making them vulnerable and outdated. The cloud makes upgrading a system a breeze. You don’t even have to know that an update is happening, and your productivity and work remains unhindered. The vendor regularly releases patches and updates, which are applied automatically whenever the system is idle. This way your cloud based ATS is always updated with latest features and you can stay on top of your game.
Cloud based HR Software reduces expenses
As we already know that in cloud-based software, you are not required to buy any costly license per user like that in legacy software, therefore, you can be assured of greater capital savings. Plus, you will not require buying additional servers and storage space to host the software, and also can save on employing a specialized IT technician for update and maintenance. Applicant tracking systems based in the cloud result in significant cost savings and promise better ROI by improving productivity.
There are numerous other benefits that one can experience by implementing a modern cloud based applicant tracking software such as improved transparency, easier integration with other software and improved usability.
NAUKRI RMS ADVANTAGE
ABOUT NAUKRI RMS
“Naukri RMS is the Enterprise Cloud Business division of Naukri.com. Since its inception, Naukri RMS has developed a bouquet of customized recruitment solutions addressing needs of different market segments. Naukri RMS intends to evolve recruitment into more productive and efficient process through automation of the entire recruiter workflow, right from requisition to offer. It aims to become India’s largest one stop recruitment platform. “