We often assume that applicant tracking software primarily affects hiring programs when we hear the word “applicant tracking system”. However, applicant tracking systems have an impact on more than just the organization. People who apply for a job will also be affected. When candidates apply for open positions, the recruiting software you choose and how you configure it can have a significant influence on how they feel. When candidate experience is optimized, it is possible to tell the difference between hiring the best candidates and those who abandon the application process.
Currently, there are several applicant tracking software options on the market, so most people are familiar with the term. Here is a quick overview that gives a quick sense of its significance for the company and the candidates:
The company considers the following important:
ATS tracks the information about candidates, their background data, and their suitability for interviewing and hiring. Essentially, it is a CRM for the hiring process, whereas a traditional CRM focuses on customer interactions.
The candidate should consider the following factors:
Candidate tracking systems (ATS) describe how candidates can apply for a job position. A lot of information must be submitted, many screens must be viewed, many files must be uploaded, etc. During the entire application process, the applicant tracking system serves as the primary communication tool.
ATS and Candidate Experience Optimization
On the market, there are a number of applicant tracking systems that are highly efficient. Some of them, however, do not offer the same functionalities. Recruitment solutions perform most of the same tasks. As a result, their features can vary slightly from one another. An applicant tracking system that optimizes the candidate experience is one of the major factors that distinguish high-quality applications. You should therefore provide a positive candidate experience for your candidates. As a result, you should make sure your ATS is highly functional in this regard.
ATS practices that optimize the candidate experience
Assume that a candidate’s first experience of a company is a website that requests a LinkedIn connection or a resume. The majority of applicants assume, “well, now they have my LinkedIn or my resume, consequently, they have the crucial information about me, and the following screens may be about something else”.
Furthermore, I discovered that nothing was prepopulated on the application form after I was asked to fill in all of the information from my LinkedIn profile. By allowing a connection to their LinkedIn profiles, candidates have been directed from a relatively simple, automatic process to one where they need to fill out screen after screen with the information they had previously provided.
The majority of candidates in such circumstances will:
- The site should be discarded
- Complete all screens, but it will aggravate the situation and undervalue the company
The two scenarios are not the result of optimizing the candidate experience. A tracking system for applicants must assist in evading the first circumstance. It’s slightly better than the first one since your candidates didn’t abandon the site. They are, however, quite irritating since they ask so many questions. Couldn’t they do something more interesting instead of asking so many questions? The most important thing is to use systems and processes that keep the best candidates engaged. Take Free demo ats Now!
Provide a user-friendly interface:
In addition to being highly functional and intuitive, your applicant tracking system should be simple to navigate and mobile-friendly.
Specify a maximum number of screens:
Streamline the application process by reducing the number of screens. Candidates using your ATS on their mobile devices may find it particularly frustrating and exhausting.
Give a follow-up as soon as possible:
After candidates have completed the application process, most companies send them an email that simply states “Thanks for applying,” without providing any details about the further hiring process. Such an email may disappoint the candidates rather than help. Rather than a thank you email, consider developing an automated email at the end of the application process that looks forward to letting the candidates know what’s next, with a realistic timeline. Create an email template that is easy to understand and well-written.
Be careful not to overdo the application process:
You don’t have to use too many words in your job description. For example, mission statements, excessive images, and other excessive details do not need to include. The applicant must be able to move through the application process easier and offer you the information you need in the most timely and efficient manner.
Consider incorporating all these approaches and an “Easy Apply” option as well:
Most candidates prefer using Easy Apply options in the application process since they are not time-consuming. Many applicants will naturally recognize that they will become “black holes”, meaning that they won’t receive any response from the company. Try not to become one. Set up an automatic correspondence of Easy Apply.
Utilizing your applicant tracking system effectively can improve the job application process for your candidates. Check out our blog for more information about how to optimize candidate experience with recruiting software.