The applicant tracking systems have been around for a while, tracking applicants as they apply for open vacancies. The applicant tracking systems are evolving from the application status of jobseekers; to an evolution towards a talent acquisition suite with functionalities to streamline the recruitment process and automate feedback to job seekers at different levels of application status.
Applicant tracking systems are evolving into a suite of solutions that enable recruiters to engage candidates/applicants while tracking their applicants. Streamlining the recruitment process is growing, making it easier for recruiters to have all the information about the application process in one central place.
There's a trend of integration into the ATS, which are communication technologies. To enable the recruiters to communicate with applicants at each stage of the application process via SMS, WhatsApp, and email.
Pre-screening tools integrate into the applicant tracking systems and eliminate unqualified candidates. The recruiters can interact with candidates that qualify for the role. Feedback is instant to applicants about the status of their application. Using online hiring assessment tests helps managers know how candidates will potentially perform if hired. With this process, recruiters can identify candidates who will be the right fit for their organization.
Recruiters are now using social media for recruitment and sourcing applicants because it is the most powerful way to find, attract, and hire new candidates. Potential recruiters need to find a quality; to absorb candidates who will be the right fit for the company and meet the company culture. Lastly, applicant tracking systems are integrating social media to publish jobs to create a larger pool of candidates for recruiters.
Matching candidates to a job specification is the most challenging task for hiring managers. There has been a trend of tools being able to rank candidates within the applicant tracking system; recruiters see the top-ranking candidates versus the job specification.
Hiring managers are seeking ways to onboard employees after hiring them. With AI automation and integration, some tools offer most of the functionality. It is better to have one platform instead of multiple systems to do different tasks at different stages.
There is information throughout the hiring process; some recruiters wish to use the insights. They can be used as insights to improve the recruitment process within organizations and reuse the talent pool from the previous job posts.
Most job seekers complain about applying for jobs with no feedback from organizations or recruiters. Automation and artificial intelligence are introducing an easier way to communicate necessary information to applicants without overloading the HR teams.
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