An ATS is a software platform designed to improve the recruiting process by automating and improving key recruitment metrics. These include sourcing, selecting, and screening candidates.
Many ATS platforms also provide a portal for collaborative hiring, allowing team members and future co-workers to participate in the candidate selection process.
An ATS platform helps recruiters focus on what matters most: finding and hiring the right person for each job. That way, you can reduce time-to-hire and costs while improving candidate experiences and company brand.
Recruiters can leverage the power of big data to identify and optimize recruitment and retention strategies that lead to a higher quality of hire. This data can also help them improve sourcing and screening processes. For example, using a document resume parser allows them to extract information from structured and semi-structured formats without human intervention, reducing the need for manual processing and ensuring accurate data entry.
API integration enables recruiters to share data from multiple systems in real-time. When applicants change their information or status in one system, that change is instantly updated across all other systems. This minimizes errors caused by transferring data manually between applications. It also makes it easier for recruiters to make a well-informed hiring decision based on all available evidence. This increases the recruiter’s credibility with candidates and helps them feel confident that the hiring process is fair.
Recruiters can track and report on essential recruitment metrics, such as time to fill (the time from when a job requisition is approved until the candidate has accepted the job). And time to hire (the time from when a qualified candidate enters the recruiting funnel to when they sign their first paycheck). This helps recruiters monitor which techniques are working well and which may need improving.
Automated processes can also reduce the time to complete background and reference checks. It makes faster for candidates to get started. This can be particularly helpful for agencies working with many applicants.
Effective API integration means that all the information collected through an applicant’s journey can be transferred from one system to another without requiring manual transfer or data duplication, which is an example of Gusto integration benefit. This can be particularly helpful for new employees as it eliminates the need to enter information into multiple systems and can help them become productive more quickly. It also helps ensure compliance with any employment law related to data protection.
Better Data Reporting and Analysis
Recruiting analytics is a data-driven process that requires accurate, clean, and meaningful inputs to deliver actionable predictions and insights. Inaccurate data can skew the results of predictive platforms and lead to misguided decisions. The key to ensuring accuracy is to monitor and analyze your data inputs regularly, make improvements based on the analysis outputs. And then act on the recommendations from predictive analytics platforms.
Without integration capabilities, recruiters may accidentally use a different system for every part of the recruiting and hiring process or leave out steps. This can confuse recruiters and lead to inconsistencies in the application and evaluation processes, causing applicants to move to other organizations where they will receive consistent information.
API integration enables recruitment and HR teams to instantly update payroll, ERP, and training systems as they receive new employee records. This saves time for recruiters who often juggle multiple projects and ensures consistency in the application and evaluation process. It also means that managers can quickly see how they are doing on KPIs and change the recruitment process when needed.
More Consistent Hiring
Recruiters often have to work across multiple recruitment systems and platforms. This can lead to much wasted time as they switch between each system. API integration can eliminate this, allowing recruiters to spend more time focused on the candidates they’re working with.
Having consistent recruiting processes is critical to the success of your organization. It can help you to attract more quality candidates, as well as improve your hiring outcomes. The use of big data can reveal what recruitment strategies are adequate, as well as which ones are not. This can then be used to refine your recruitment process.
An ATS is a powerful software tool that makes selecting and hiring candidates as efficient as possible. However, it is essential to ensure that your ATS is integrated with other systems so you can access the most accurate and reliable candidate data. This includes things like pre-employment testing. Using an API integration can mean that once your new hires are onboarded, all the necessary information is automatically updated in your HR systems. This can save you a huge amount of time and effort.
Diversity and Inclusion
Companies must prioritize diversity and inclusion to achieve success. This helps promote a positive culture and allows for more creative problem-solving, as employees have different perspectives to bring to the table.
Many companies committed to diversity, equity, and inclusion have implemented programs to support marginalized employees and establish diverse leadership teams. However, these initiatives can only go so far. Managers must make a conscious effort to incorporate diversity and inclusion into their everyday decision-making, such as when it comes to assigning projects or promoting employees.
It is also important to note the difference between diversity and inclusion, as some companies emphasize the first aspect of the acronym – recruiting employees from different races, genders, and viewpoints – while ignoring the second part. A diverse company that does not place an equal emphasis on inclusion puts a façade up, not making its employees feel like they belong.