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I am clear about the impossible mission of managing multiple selection processes at the same time. Each position to be filled can have dozens - sometimes hundreds - of applications, it's crazy! Between publishing vacancies and reviewing profiles from different sources, selecting the best profiles and coordinating interviews, reviewing the resulting notes, evaluating the psychometric tests, following up on internal clients ... In short, pretending to read each curriculum thoroughly is absurd, do not say Take a 100% effective process with traditional solutions.
It is precisely in this context that candidate tracking systems, also known as Applicant Tracking Systems (ATS), take action. Given the difficulties involved in the massive selection processes and the arduous task of finding talented and skilled people, many organizations are turning to specialized software that optimizes their recruitment processes.
If you want to implement the best recruitment practices, but you have never heard of Applicant Tracking Systems or do not really understand what they do, I will explain it below.
Definition of Applicant Tracking System (ATS)
An ATS is an online system that facilitates the management of hiring processes, from the opening of a vacancy to its coverage. When someone applies to your vacancies through an ATS, the information entered during the registration process is concentrated in a profile that is available to you: experience, education, skills, personalized interview, contact information, are only some data available. In this way, you can search and filter candidate resumes within your own Database based on filters and keywords; The objective is to select the profiles that best suit each job offer and simplify the day-to-day life of recruiters.
Operation of an ATS
When the recruiter conducts a search during a selection process in an ATS, it does so by means of keywords that express specific skills and experiences that are required in the job offer in question. The Applicant Tracking System will place at the top of the search results those curricula that contain the largest number of selected keywords; They are usually the same used in the job description.
The advantage of ATS systems is that they organize and save curricula for later, so it is possible to build a vast Database. If someone was not suitable for a certain position, recruiters can go to the system in the future and propose a different position - or veto, as the case may be.
They can also take notes, send messages to inform them of the status of their process, or to request an interview.
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