An Applicant Tracking System (ATS) is networked software that connects all the stakeholders involved in the hiring process without disrupting their more routine responsibilities. It is typically a component of a complete HR software suite—or Human Capital Management (HCM) platform—that enables companies to administer their entire employee lifecycle, from recruitment to retirement.
But candidates also use an ATS when they identify their next prospective job opportunity, apply for the position, and go through the interview and vetting process. The ease and organization of that process says a lot about the hiring company. And this can greatly influence how candidates feel about a prospective employer and their decision to accept a position when it’s offered.
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What Is an Applicant Tracking System (ATS)?
As the name suggests, most of an ATS’s capabilities are around obtaining applications for open jobs and bringing on the best new employee(s) from among them. Using such a system is the best way to ensure the process follows your talent acquisition strategy. While the process tends to be driven by HR, it ultimately involves the hiring manager, the new hire’s prospective colleagues in the organization, sometimes executive management and, of course, new hires themselves.
The ATS serves as the central repository of information regarding the open position to ensure everyone is aligned on the job requirements and the necessary proficiencies. As part of an HCM system, this information can be part of an employee’s permanent record, making them “known” to the company in a lasting way that can also aid retention—exactly what you want with your best people.
A Better System for Better People
Connect to Top Talent Pools. The quality of the candidate experience begins with the job listing itself. A complete, specific job description increases the likelihood of attracting the right candidates, while a well-crafted company overview that highlights culture and values helps ensure a strong fit. A good ATS enables each stakeholder to contribute their expertise to these elements, creating stronger, more effective listings. Better ATSs can then connect to popular job boards like Indeed and LinkedIn to post ads directly from the system and more easily manage responses.
Many candidates now expect pay transparency in job descriptions, regardless of location, as several states have rolled out policies requiring it. Including clear salary ranges not only meets these expectations but also signals fairness and builds trust, attracting candidates who value transparency and aligning with those who are serious about the role. By leveraging an ATS, companies can standardize these details across listings, ensuring consistency and compliance while appealing to top talent with competitive compensation ranges.
Leverage Advanced Technology. A sophisticated ATS can perform an initial screening of applications using artificial intelligence (AI), and the rules for routing qualified applicants can be automated so the right people can review prospects in the right sequence. Because HR has total visibility, that department can engage prospects as soon as appropriate, usually for a screening call.
The faster the process moves, the more responsive the company appears to the candidate. Great prospects appreciate this level of attention, and they can see the company is placing a high value on the position to be filled.
Provide a Smooth Process. The ATS handles all the scheduling, from the initial screening through the ultimate start date… and often into the first week of the new hire’s employment. During that time, the ATS facilitates all the necessary interviews, any screening processes (like background checks and drug testing), the delivery and receipt of offer letters and related documentation, requests for desk or station assignments, any required equipment, and even the welcome package that greets the new hire their first day on the job.
This thoroughness and efficiency demonstrates to jobseekers that the company is a well-managed organization. It acts as a source of encouragement to candidates who demand the best of themselves and want to work at a company with similar standards.
Get New Hires Up to Speed—Fast. The ATS goes on to help new hires with their required onboarding paperwork… minus the paper. All necessary and compliant information can be entered directly into an employee database. The new hire can receive and acknowledge their employee handbook, and get started on training, if necessary. In the background, the ATS provides alerts to the responsible parties to make sure everything goes according to schedule and is filled out completely.
Great employees are anxious to get started and prove their value. By accelerating administrative tasks, an ATS lets new hires do just that, and helps channel their enthusiasm into their new role. In this way, the ATS both helps companies hire the best people and helps those new hires start doing their best work.
Hire Better, Faster: Level Up to ATS
Yes, an ATS can save time and reduce the clerical overhead involved in recruitment. But it also helps you staff your company with the best candidates available, and sets them up for success. The ROI from HR labor-savings is often just a fraction of all the added value a great employee brings to an organization.
Still, by automating or even eliminating low-value clerical tasks, a full-featured Human Capital Management (HCM) system frees your HR people to do their best work too. This is what Namely can do for companies of all sizes.
Namely’s ATS is one component of a complete HCM platform that includes payroll, time, onboarding, and more. Workforce Management, Compliance, and Performance Management modules that align employee development goals with the company’s business objectives are also available.
To learn more, contact Namely today.
Rev Up Your Recruitment Engine with Smarter Tech
Find, attract, and win the best talent out there with a superior recruitment process powered by Namely’s integrated Applicant Tracking System.
Get Started