Applicant tracking systems (ATS) are software designed to simplify and optimize the recruiting process by reducing time-to-hire and identifying the best candidates for open positions. Here's an overview of how to use them.
Let's start with the publication of job offers by entering the information relating to the open position into the ATS system and thereby publishing it on online platforms and advertisement sites.
Then we proceed to CV collection. Once the aforementioned offer is published, the ATS begins collecting the CVs of candidates who respond to the advertisement. These resumes can come from a variety of sources, such as job boards, social media, or direct submissions. We will follow filtration based on specific criteria, such as work experience, skills, education, and other keywords relevant to the position. This helps reduce the number of resumes you have to review manually and focus on the most qualified profiles.
We continue with the evaluation of candidates directly into the ATS system. This may include skills tests, multiple choice questions or practical exercises, depending on the needs of the selection process.
This system also makes all of this easier Communication, by email or via the internal messaging system, inform interested parties of the status of the application and report the positive/negative result. Then we move on to interview management. Indeed, once the best candidates are identified, ATS can be used to schedule and manage interview appointments. And it can also follow the evaluations of the candidates by archiving them in order to facilitate the consultation and the final choice.