Yesterday’s ATS was a good software to manage the flood of job applications that engulfed hiring managers. By automatically filtering the submissions depending upon a range of candidate criteria, these applications could be managed in an efficient and regulatory-compliant manner.
Today’s ATS does this and much more
The ravenous demand for talent in a tight employment marketplace compels firms to upgrade their ATS into one platform. The single platform ATS promotes a lot of customized talent communities, and markets the employment class across multiple channels. It recognizes an applicant’s cultural and discernible fit through prognostic analytics and makes the experience less arduous for recruiters.
By leveling organizational silos and keeping all aspects of talent recruitment, on-boarding, and management in one place, recruiting groups can source, brand, hire, and communicate across all workforce types in multiple countries and time zones.
Since all information associated with the HCM process is held on a single platform, prognosticative analytics are often applied to the disparate information to come up with insights guiding higher workforce recruitment and retention choices.
With talent being such a hot commodity, firms cannot afford to procrastinate for somebody to knock on their door and endure an average application process. Rather, organizations should proactively reach out to future talent, nurture these relationships, and make applying for a job as simple as fielding an email.
Widening the scope of ATS
Conventional ATS’s lean a lot towards administrative and compliance requisites like managing data associated with background screening and on-boarding activities, while ensuring compliance with Equal Employment Opportunity Commission laws governing hiring fairness. These functions being crucial to an ideal ATS, modern ATS’s are configured to deliver much more such as hi-scale candidates that will make your business sustain the market requirement of constant innovation and targeted revenue.
The goal is to spot a candidate’s alignment with both the duty at hand as well as the hiring organization’s culture. Assuming the candidate is a perfect fit, recruiters can leverage social media to nurture the relationship until an employment opportunity surfaces. With a strong suite of integrated sourcing tools, businesses can build pipelines of per-qualified talent prior to actual demand.
All for one, one for all
The shift to end to end HCM on a single platform captures several different emerging trends within the ATS space. The modification assists the integration of ATS with social networks. The development of smarter products using algorithms is meant to enhance candidate selection for online skills-testing. Candidate self-assessment tools can also help verify specific skill requirement much early during the application process.
It’s a one-stop-shop
At the “shop”, recruiters can expect to seamlessly attend to their needs with the development of promotional marketing with appealing and customized job content for distribution across multiple online channels. They can pursue advanced recruitment marketing campaigns to further their employment branding while speaking of the hiring company’s valuable accomplishments in text, photos, and videos. This continuous recruiting concept offers tremendous dexterity to organizations because everything from recruitment to marketing to on-boarding, and current assessments of staff engagement, feature a common interface on a singular platform.
The talent nexus
Other ATS trends tie into this end-to-end process, as well as using candidate self-serve assessments. By responding to a brief series of automatic queries, interested job seekers can validate their skills to align with the hiring organization’s requirements. This helps employers to quickly compare these behaviors to their actual requirements and spare the time it takes to sift through a mountain of applications.