ATS (applicant tracking system) is software that allows automating the solution of recruiting tasks. ATS can be either a classic application or an online service (depending on the needs and size of the company). There are also open source ATS and ATS with open programming code. In most cases, ATS systems automatically filter applications based on specified criteria — keywords, skills, names of previous employers, experience, and education. This leads to the fact that many applicants use different techniques to optimize their CV in analogy to the techniques of search engine optimization.
Modern ATS systems solve many of the challenges that companies face in hiring and working with staff. The main tasks include the following:
- processing of the incoming flow of CVs and their storag;
- correlation of incoming CVs with the vacancy for which they were sent; placing vacancy announcements on a large number of websites (job boards);
- collecting job responses from many sources;
- work with external providers (recruitment agencies) that upload CVs of candidates they submit directly to ATS of the client company;
- individualized work with candidates in the hiring process;
- work with hiring managers;
- work with social and professional networks;
- work with passive candidates, information about which is stored in ATS;
- collecting a large amount of data about candidates.
ATS gives companies the following benefits:
- improving the efficiency of processing incoming CVs while maintaining a high level of quality;
- saving time for recruiters;
- increasing the attractiveness of the employer's brand;
- the ability to use the collected data on candidates to improve the efficiency of hiring, retaining employees, and shaping further strategies for finding personnel.
Large companies come to the conclusion that their own database of applicants who previously responded to vacancies or simply sent a CV is a valuable asset that allows to significantly save money on recruiting. If the candidate has already come to the company for an interview, but for some reason has not fit, then it is quite possible that in a few months or even years there will be a vacancy for which this candidate will be a great fit.
It’s no wonder that by 2014, more than 60% of foreign companies (most of them are on the Fortune 500 list) used various types of ATS, and all the leading companies, which produced software for recruiters, developed and sold candidate management systems (Oracle, SAP, IBM, ADP and others).
In the IT Enterprise system, most of the above ATS functions are implemented by means the Recruiting product.