The Best of Applicant Tracking Systems (ATS) is Yet to Come…
Recruiting a new member to the group and “Getting them onboarded” with the company’s mindset can be a nightmare for the even biggest names in any industry, let alone for fresh-from-scratch clueless startups who are just struggling to survive in the highly competitive environments. We’re going to layout the problems that companies might face and why an Autonomous Recruiting Platform – ATS (Applicant Tracking System) can become a life savor.
1. Not Having a Clear Hiring Plan
Something that most newborn and even old-in-tooth startups have in common is not having a clear and transparent hiring strategy. Obviously, to no one’s astonishment, startups face a heck of problems when it comes to creating a framework of hiring policies due to the nature of them. Nonetheless, to keep everything going smoothly and get the best results out of the hiring process, you have to come up with a kind of hiring plan, and that’s where an ATS can come in handy.
This helps you to maintain the hiring workflow right on track and find the best candidates. You will have to design your hiring plan from scratch to excite applicants to join your team.
2. Low Budget
The term “Startup” equals low-budget in all areas. If you have enough money to cover all your expenses, then you have surpassed the startup phase and may step foot in a “corporate” time-zone.
For startups, in today’s highly-competitive ecosystems, staying alive is the main objective, and nobody blames them for not owning enough budget to secure a professional and efficient hiring strategy. Because of this, startups tend to lean towards more cost-effective recruitment and selection processes that appeal to the best candidates.
A low budget also means that startups can’t make a lot of noise in the market, and their marketing strategies face a hell of restrictions. Consequently, the brand name won’t travel far in the digital ecosystem, and it’s highly unlikely that the best talents in the market would hear about the name of newly-established startups. You might want to consider a free ATS at first that can be scaled over time.
No entrepreneur or big-thinker who has come up with an idea for a startup will ever walk up to you and say: “we have a lot of time.
”For them, time’s always growing short”.
Like any other resource, startups need to cope with the shortage of time and doing thousands of things in the little amount of time they have for their daily routine tasks.
4. Opting For Alternative Platforms
No one dislikes a bit of innovation and improvisation. Going after the best candidates and top-of-the-line talents in the market through the standard methods of hiring inflicts exorbitant costs on the startups. Thus, to cut down fees, many startups instead opt for alternative platforms and spaces to find the best possible individuals for their work. One of these platforms would be social media like Facebook, LinkedIn, and even twitter. There are several merits to digging out around in social media to find the right person, besides the fact that many tech-savvy and qualified candidates already spend hours and hours on social media.
If you convert your attention and resources on recruitment hiring campaigns in social media and post your ads on them, you will show your presence and your brand. Not only the candidates will be aware of your recruitment program without the need to do anything themselves, but they also start to grow more respect for your company because you took a professional route and are more inclined to join your team as a new member. Also, other brands will respect you because of your skilled approach to the issue of recruiting new people.
5. Finding Like-minded People
Finding the time and right resources to go through the hiring process paves the way to an even more concerning problem, which would be getting like-minded people on-board with your team and startup, so you’re not quite off the hook yet. The chosen candidate must have the same ambitions, passions, visions, and work ethics as you and can coordinate with the path you are taking.
6. Recruiting Automation
It doesn’t matter if you’re hiring at scale at Google or just a small young startup in its early stages; either way, automation of the recruitment process can be of massive help to you and your time. Almost 75% of recruiters say that hiring automation technology plays a significant role in the recruitment process. So, it’s not a far-fetched assumption that 100% of them will agree on the streamlining of the hiring process through automation in the near future. To grasp a more unobstructed view on the subject, we have listed up some of the benefits of recruitment automation systems or an ATS for you.
Increase in Productivity
Everybody fears that machines are here to replace humans, and recruiters are no exception to this theory. However, as we’ll clarify more than once in the following points, recruiting automation systems aren’t set up to replace recruiters, but to empower their work and help to come to better conclusions at faster pastes. So, if you, too, do fear an “I, Robot” conspiracy theory of machines taking over, don’t be alarmed. Automated hiring processes like pre-screening such as auto shortlisting and resume evaluation and interview scheduling with help assessment kits enable the recruiters to focus on more critical tasks while smartly get the benefit of teamwork or even crowd-source it in a self-service ATS and onboarding platforms.
Recruitment Quality Improvement
Automation betters the quality of hiring processes alongside speeding them up. Through automated recruiting, recruiters can investigate their time and energy on more human and characteristic aspects of the candidates and get more involved with them. Also, automation removes any unwanted variables for job performance.
Better Applicant Experience
As told before, the better the user experience, the more likely they’d be drawn to your company. The automated recruiting process opens a two-way path for both recruiters and candidates alike. While the recruiters can put more attention into building a relationship with the applicants, the applicants can enjoy a seamless and streamlined process. They rejoice faster responses from the employer, don’t have to wait for days to hear from the hiring committee, have a clear idea about who is interviewing them even before they go in for the meeting, and can stay connected with the company through an automated system. In our opinion, it’s a win-win situation for both sides.
Growth in Diversity
Biased hiring happens all the time, everywhere, even if you consider yourself to be a person who never takes a particular person’s side. We all love to work with people who are more like us, and although we said earlier that you should choose like-minded people with the same mindset as you, this won’t always be the case. In some events, the like-minded people don’t really qualify for a specific position and going manually through the resumes can make any recruiter frustrated and poised to go with the most comfortable option.
The pre-screening, assessing, and candidate rating technology guides you to an unbiased choosing. This way, while keeping a bulk of similar people, you will see surrounded with a diversity of people who trust in you because you didn’t judge them, yet they have their own way of thinking, which in its core, is nothing too terrible.
Less Wasted Time
The first thing rushing to mind after hearing the word “Automation” would be speed, and with speed comes with saving the time. Startups need to fill the vacant positions ASAP and what better than an AI-powered applicant tracking system to do the work for them. Keep in mind that automation can’t cover all areas of recruitment, as mentioned above, and still, some parts must be divulged to human resources. However, some phases such as pre-screening of applicants, nurturing, shortlisting of resumes, and assessment can be dumped on automation systems, which in result, drastically reduces the overall time required to wrap up the hiring process and creates value for entrepreneurs.
Where Can You Implement Recruiting Automation?
Here are some points in the process where recruiting automation truly shines.
Advertising For a Job Vacancy
Planned advertisement through the usage of an automated recruiting software gives you easy and direct access to your desired community. You will target the candidate you see fit contrary to throwing your advertisement out there in the digital space and hope for the best. Automated ads will also save you a lot of money with a low return of investment. Automated advertising budget management makes this possible, helping recruiters reduce cost-per-applicant by over 30%.
Also, since you ordering an automated hiring software to aim the digital space and probably the social media, you’re unintentionally spreading the word of your brand. You, knowingly or unknowingly, put your content out there and not just in any random matter, No! You’re doing that in style and through and automated system. In time, this will help your brand recognition and paints your company’s culture.
An Applicant Tracking System or ATS is used to track applicants’ recruitment process. The tracking begins as soon as candidates upload a resume and apply for the position. With a countless number of applicants asking to be hired for the job, this automated solution helps recruiters in organizing the forms and tracking of the fittest. ATS platforms evolved to have many different functionalities from careers site editor to sourcing extensions and even video interviewing and recently offers an Autonomous Recruiting experience, so consider your needs carefully when choosing your ATS.
Pre-screening & Pre-employment assessment
Before you, as the leader of a startup or company, invite a stranger to your office to evaluate their status and knowledge and past experiences, trusting the automated hiring system can take a lot of burden off your shoulders and help you make a more informed decision. These two tools, in some way, overlap each other, but in the right direction for you. Through pre-screening, you can get to know the candidates better before they step foot in your office, and you can grade them, evaluate their experiences, skills, mindset, and characteristics. Basically, you attain all the necessary information on an individual before the interview and save both yourself and the interviewee a lot of precious time.
As for the pre-employment assessment, it’s not pretty much like self-explanatory anymore, but a computer assists analysis. After you get a good glimpse of the applicants you’re dealing with, and how capable they are, there won’t be any room left for any errors or biased decision making; in simpler words, you know who you’re hiring. There are some platforms for pre-recruitment assessment where certain desired factors and the company’s ATS can be integrated into to make sure you always get the most updated information and miss nothing.
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