Applicant Tracking System

In order to handle corporate recruitment needs a software application, which is known as Applicant Tracking System ("ATS") helps, and it is also known as Recruiting Software. Majority include a career site of a corporate, which allows companies to post jobs onto their own website, as an avenue to lure candidates. Candidates may apply for specific jobs or generally to the company. For an effective searching, filtering, and routing of applications, a database of the candidates will be maintained by storing the data.

An applicant tracking system enables the organization to get an improved productivity of the recruiting team and this is the huge benefit for them. Electronic handling of requisition and candidate data allows significant opportunities to reduce inefficiencies through automated processes. In addition, the improved maintenance of information of candidate enables making decision quickly. All of this results in reduction of cost and time per hire.

Applicant tracking systems designed with recruiting and staffing firms in mind differ somewhat from those with a corporate HR orientation. These generally include more vigorous tools for reporting, and also totally complete devices for contact management and client and candidate management. These additional functions make them particularly well-suited for contract staffing firms and/or firms with higher employee turnover.

Small and Medium Enterprises need to be much more competitive than the bigger firms. They must ensure that productivity is more and there is maximum utilization of resources. With the increase in demand for resources by bigger companies in developed countries, the band of skilled worker willing to work for SMEs is dwindling. With the growth in demand for candidates SMEs are supposed to feel the pinch.

It is, therefore, a challenge for SMEs to maintain and enhance the quality of their recruits while bringing down the cost and inefficiencies in their method of recruitment.

SMEs can find themselves in a comfortable position with technology adaptation. Help comes from process optimization, which ensures management and retention of knowledge. This can be easily achieved by inexpensive productivity software. Processes are implemented and this productivity software, which also removes inefficiencies of manual systems, generates profiles.

Recruitment automation helps to maintain a centralized candidate repository, so that at the time of skill shortage, company has access to resources and quality data about the resources, collected over a period of time. The retention and management of knowledge and also design of effective processes for tracking of candidate is possible at a time when there is rise in the recruiter attrition. Good decision making by managers and pinpointing about the results and failures with the money spent can be had with MIS reports.

The crucial purpose of an applicant tracking system is to serve the organization's administration, especially the HR department, in keep track of the job applications coming in which in turn help them take right people.

An ATS usually stores information about the organization's job openings, the hiring work flow, incoming applications and resumes, and all communication with applicants. On the basis of bio-data and information collected during the job application, storage of applications is done. Applicant tracking systems use this information to allow users to filter, sort and search applications, in order to make it easier to find the right candidates and track them.