Three Ways ATS Helps You Manage High Applicant Volume

Companies, big and small, often find themselves flooded with résumés for a single job posting. This ...

Posted by Berkshire on February 8 2016

Companies, big and small, often find themselves flooded with résumés for a single job posting. This is the norm for HR departments in the digital age, where applicants are available in every corner of the world applicant trackingbecause of incredible advancements with the Internet.

This means two things for HR departments—no more paper cuts from handling so many résumés, and they now have the ability to streamline their processes with an applicant tracking system (ATS).

There are a few ways an ATS can help an organization manage high-volume job listings:

1. Weed out the good from the elite
The Internet has opened up job listings to all kinds of job seekers—a fantastic result for HR departments, which has made their job that much easier. The only problem is literally anybody can respond to these job listings. Without an ATS, this creates a headache for the person who has to read through John Doe’s explanation of how his fry cook job makes him the perfect candidate for the Senior Director of Information Technology position.

An ATS can rank applicants based on keywords in their résumés. According to Jobatar, employing this technology weeds out 30 to 50 percent of applicants in as little as 10 seconds. This makes the potential list of talent that much shorter and easier to get to for HR departments.

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2. Set the standard
According to Findly, it can be difficult to manage large candidate pools when the HR department isn’t on the same page. This results in different standards for each recruiting professional, and a vastly different talent pool for the company.

By utilizing an ATS across the board, HR leaders can set the standard for what the company is looking for in their candidates. The program will already be fine-tuned to identify certain hard or soft skills, which means recruiters can spend less time reading through résumés and spend more time interviewing the perfect candidate based on what the organization is looking for.

3. Sift through more in less time
The underlying issue is HR departments can get flooded with hundreds of résumés every day. They have to read through them all and then rank them based on who HR views as the top candidate in the bunch.

Cut out the wasted time. An ATS can be integrated with any job board to automatically sort incoming résumés into the right folder based on their content. This gives precious time back to recruiters, who now only have to read the top percent of résumés, instead of having to search through ones that don’t meet certain criteria.

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Take back your power in the hiring process by utilizing an ATS with your next job listing. New technology has created a situation where job listings bring high-volume résumé traffic but has also given the HR community the ability to analyze résumés at breakneck speed.

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