To ATS or Not to ATS

There are also some potential drawbacks to consider before investing in an ATS. 

In this blog post, we will discuss the pros and cons of ATS’s, and help you decide if one is right for your organization. At the end of this blog, we’re going to share a secret about some major changes that are taking place at Titus and how our viewpoint on ATSs has made some huge impacts on what we offer as an organization. 

What is an ATS? 

An applicant tracking system (ATS) is a software application that helps organizations manage the recruiting process. ATSs can be used to track job postings, screen resumes, and manage candidate communication. They can also be a great antidote to the “we don’t have anything right now, but we’ll be in touch/we’ll keep our eyes open for you” statements of intent that sound great but often don’t lead anywhere. 

Before you read on, imagine for a moment the impact of hearing from a company that said something like, “We spoke six months ago and didn’t have anything then, but we just opened up a role that, based on our conversation, we’d like to you to consider exploring.” That level of follow-through, intention, and connection would be sure to get a candidate’s attention. 

Used correctly, ATSs can be a valuable tool for hiring managers, as they can help streamline the recruiting process and make it more efficient. However, it is important to note that ATSs are not a magic bullet, and they should not be used as a replacement for human judgment. 

Pros of Using an ATS 

There are several potential benefits to using an ATS, including: 

• Increased efficiency: ATSs can help to streamline the recruiting process by automating tasks such as resume screening and candidate communication. This can free up hiring managers’ time so that they can focus on other aspects of the hiring process. 
• Improved candidate experience: ATSs can help to improve the candidate experience by providing candidates with a more consistent and personalized experience throughout the recruiting process. This can help to increase candidate satisfaction and make your organization more attractive to potential employees. 
• Better data collection: ATSs can collect data on candidates, such as their skills, experience, and education. This data can be used to improve your recruiting strategy and make better hiring decisions. 

Cons of Using an ATS 

There are also various potential drawbacks to using an ATS, including: 

• Cost: ATSs can be expensive, and the cost of implementation and maintenance can be a significant investment. 
• Complexity: ATSs can be complex to use, and they may require training for hiring managers and recruiters. 
• Bias: ATSs can be biased against certain groups of candidates, such as those with non-traditional backgrounds or resumes that do not match the keywords in the job posting. 

Managing Expectations (As Well as Your Data) and Maintaining the Human Connection 

Are you serving your ATS or is it Serving You? The question of whether we are serving our ATS or it is serving us depends on how we use the system. If we use it to automate the hiring process and reduce human interaction, then we are essentially serving the ATS. However, if we use it to improve the efficiency and fairness of the hiring process, then the ATS is serving us. 

Ultimately, the way we use ATS systems will determine whether they are a force for good or a force for bad in the hiring process. It is up to us to ensure that we use these systems in a way that benefits both employers and job seekers. The goal is to keep the main thing, the main thing; a supplement, not a substitute.

ATS is a tool to access your network more efficiently; if you are poor at generating a network, this won’t fix your problem. You might have access to more people, but it doesn’t mean your connection has been established. Think of it this way, sales are easy until you need to speak to someone… 

The Human connection will still trump all. ATS will help ensure we are more efficient when setting the scene for a connected conversation. You don’t hire from a resume; LinkedIn doesn’t tell you a candidate’s why. That takes digging and creative, empathetic conversation. 

Decision Making Time 

ATSs can be a valuable tool for hiring managers, but they are not without their drawbacks. Before investing in an ATS, it is important to carefully consider your needs and budget. If you are looking for a way to streamline your recruiting process and improve the candidate’s experience, an ATS may be a good option for your organization. 

Here are some added tips for hiring managers who are considering using an ATS: 

• Do your research: There are several different ATSs on the market, so it is important to do your research and choose one that is right for your needs. 
• Get buy-in from stakeholders: It is important to get buy-in from all stakeholders, including hiring managers, recruiters, and HR professionals, before implementing an ATS. 
• Train your staff: Once you have chosen an ATS, it is important to train your staff on how to use it. This will help to ensure that the ATS is used effectively and that your recruiting process is streamlined. 
• Monitor your results: It is important to check the results of your ATS to ensure that it meets your needs. This will help you to adjust your recruiting strategy as needed. 

The Secret’s Out 

At the beginning of this blog, we promised you a secret, and we’re about to deliver. People change, people grow, people learn, and so do we. In the past, we have been a little anti-ATS. In the pursuit of passive candidates, we have been passionate about building each individual search from scratch (and we will continue to do that), chasing the freshest and most up-to-date candidate pool. An ATS in that situation was more unhelpful than helpful. As technology is progressing and as our company is growing, serving increasing numbers of partners, the time has come to adopt a system that will help us speed up our searches without reducing quality. That’s why we are making moves into the wonderful world of ATS.