A candidate receiving several calls from different HR personnel for the same position
Interviews scheduled without confirmation
Candidates receiving irrelevant and outdated job alerts from company career portals
Bad interviewee experience
Ever heard of the above complaints from job seekers? All the above could result with an overloaded and rigid ATS. And let us not forget the people on the other side – Recruiters. Ask any recruiter how difficult it is to find and onboard the right candidates and they will vouch by the pain of it.
Let us look at some of the limitations of Application Tracking Systems (ATS) which are used by recruiters for hiring purpose.
An Application Tracking System (ATS) is an in-house software application used for hiring by HR professionals. A range of such systems are available in the market. Several companies also use their own home grown systems for recruiting purposes, often integrated with the other processes in their human capital supply chains.
An ATS is typically used to handle the entire process of recruiting such as job postings, applications, searching and shortlisting candidates, scheduling interview process, candidate communication and offer letters.
A recent study conducted by a HR technology company showed that almost 66% of recruiters are dissatisfied with their current ATS setup.
Globalization, millennials, mobile devices and networking sites are all the drivers leading to the generation of new forms of HR data in today’s digital age. Companies need smart and intelligent technologies to explore and make use of their HR data more meaningfully. Surely, companies cannot lag behind by using redundant systems in recruiting.
ATS systems in particular will have to evolve and become more intelligent, sharper and smarter. Enumerated below are some of their limitations which make most recruiting processes outdated and inefficient.
Legacy ATS perform linear automation processing only. They are mostly used to make record updates by recruiters and that too manually. For example: number of candidates shortlisted, interview call letters sent, confirmations received, etc. Usually these details are entered manually in an ATS slowing down a recruiter’s work cycle.
Most ATS are equipped with only the simplest and basic search functions which are obviously ineffective as they cannot scour the thousands of resumes received, let alone matching and shortlisting the right ones. One of the critical inadvertent problem here is that HR data is technically ‘unstructured’ by nature and needs to be understood ‘contextually’ first.
For example: the search feature must be able to understand a resume the way human beings do before determining whether it suits a particular job description or not, and vice versa.
ATS systems typically operate based on predefined workflows. This makes them opaque and rigid, less flexible to accommodate and adapt to the evolving needs of companies and their HR activities. Often companies have to scale up their talent capacities to meet demands, and rigid ATS systems make it difficult for recruiters to find the right candidates in the shortest possible time.
One of the other critical problems with legacy ATS is that they cannot handle the volume of data that flows into them. This is especially so in the case of global companies and those on the expansion mode. Resumes and applications flow in from job boards, company career pages, job portals, advertisement responses and recruiter agencies. The sheer volume is in thousands and most ATS are not equipped to handle this kind of volume. Due to this, recruiters end up not utilizing the already existing database of resumes. And under time and deadline pressure, they compromise on the quality of candidates.
One of the most worthwhile option is to combine your ATS with a contextual intelligence platform which will transform the ATS into an engaging, reliable and intelligent system. The distinct advantage that an ATS gets with contextual technology is that it becomes intelligent. Resumes need to be understood the way humans do. Also a contextual platform uses advanced algorithms which improvize the quality of data computing drastically. Contextual power brings twin advantages to ATS. Human-like intelligence and algorithms. Together, it becomes possible to scour thousands of resumes in a matter of few hours, use hundreds of parameters to search and match candidates, get in-depth analytics to understand skills proficiencies.
For example: Contextual technology searches the best candidate for Java programming not by counting the number of times the word ‘Java’ shows up in the resume, but by understanding the relationship of the word ‘Java’ with its neighboring words, just the way humans would. This brings about a leap change in the quality of shortlisted candidates.
Results: Right fit candidates hired bias-free, reduced time-to-hire, reduced recruiter effort, reduced recruiter cost. An ATS can become a recruiter’s best friend when complemented with contextual intelligence technology. Future employees are a company’s important stakeholder segment. Recruiters have the onus of building and enhancing the talent capital of their companies. Contextual technology is the ideal solution.