Top Job Filling Features in An Effective ATS Solution

Applicant tracking systems are jam-packed with job filling features designed to streamline the hiring process, from job postings to candidate interviews. There’s a lot of beauty here, but also a lot of beast. If you’ve never used an applicant tracking system before or want to switch from your current one, the various options can be confusing. So, what should you really consider when making your decision?

In any case, we want to make sure you are aware of these 5 fantastic job filling features designed to help you streamline your job postings, create efficiencies, and eliminate frustrations and hang-ups.

Job filling features to look for in an ATS

Although the recruitment requirements vary from organization to organization, some of the job filling features are fundamental to every organization.

Career Pages

Because careers pages are where many future candidates form their first impressions of a company, they must communicate effectively. Will your applicant tracking system (ATS) create an autonomous, auto-updating careers page for you and fully optimize it for mobile devices? Is there an API to integrate with your ATS so job details are automatically updated if you already have your own careers site?

Employer Branding

During the recruiting process, candidates form strong opinions about employers based on job descriptions, application forms, careers pages, and communication. A good applicant tracking system (ATS) provides tools for customizing these and developing a consistent identity throughout the hiring process. Get these job filling features right and you will be able to effectively target the right talent pool.

Sourcing the Right Candidates

You can’t hire great people unless you have a pipeline of qualified candidates. Efficient job filling features in an ATS will help you fill senior or difficult-to-fill positions by enriching your pipeline. Make sure the search is quick, comprehensive, and accurate. Does it combine information from multiple online sources into a single, unified candidate profile? Can you search for prospects, add them to your new ATS account, and contact them directly in a single submission?

Customer Relationship Management

Yes, you want to hire, but sometimes the right candidate comes along at the wrong time. Can job filling features of your ATS help you build talent pools and foster ongoing, meaningful relationships with candidates and prospects? Look for applicant tracking systems with such job filling features that allow you to tag, search, and filter your candidate database, as well as make notes and set reminders for future action or contact.

Managing Interviews

To what degree is your ATS automated? Do you schedule interviews and other events so that they are seamlessly integrated into everyone’s calendar? A structured interview process yields more precise feedback. Is it possible to obtain interview kits and scorecards in the job filling features of your ATS? These time-saving enhancements also reinforce your employer’s brand by providing a consistent experience for your candidates.

Centralization of Inputs

Even before you get to the interview stage, managing candidates can become a full-time job with endless spreadsheets, job descriptions, career sites, and outreach. As a result, more recruiters and hiring managers are using top job filling features of applicant tracking systems to centralize their inputs.

Centralization allows you to keep all candidate-related information in one place, making it easier to create concise workflows that organize candidate profiles, feedback, interviews, communications, and more. An efficient ATS with functional job filling features does it all for you.

Recruitment Marketing

A common misunderstanding about recruitment marketing is that it consists solely of what your company does on social media. However, in today’s hiring landscape, recruitment marketing must include every touch point a candidate has with your organization. This means that every stage of the hiring process, including job descriptions, careers pages, application forms/portals, candidate outreach, and more, should be aligned with your recruitment marketing. Consider whether the recruiting software you are considering can help with recruitment marketing or not.

Candidate Search tool

You have put in a lot of time, effort, and money to create a fantastic database of candidates and applicants for your organization. Make sure your ATS has robust AI integrations, and candidate search features so you can find candidates for standardized or even custom fields. Check that you can refine your searches using the filters you require, such as workflow, requisition, or location. You should also be able to tailor filters to your organization’s specific requirements.

Job Posting

You’re probably posting open positions everywhere — social media, career pages, job boards, Google for Jobs. All of that posting is tedious and time-consuming. A good ATS will fully automate the job specification parsing, resulting in a post-ready version that you can quickly distribute to your own career pages and all of the major third-party platforms with the click of a button. It will also be able to post on your social media accounts, such as LinkedIn, Twitter, Facebook, etc.

 

Finally, it should send SEO-optimized job postings to Google. When candidates search for a specific position, Google-for-Jobs frequently returns the first results. Hence getting the SEO right is critical to match your open position with top candidates.

In effect, an ATS empowered enough to automate your recruitment steps can change the working model of talent acquisition. Recruiters can focus on the core functions of the hiring processes. Meanwhile, recruitment chatbots perform the rest of the tedious, repetitive tasks.

RecruitBPM is a market leader when it comes to providing B2B recruitment and ATS solutions. Interested to know more about their applicant tracking system, please visit the website, or simply click here.

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