Your ATS Data and How Best to Utilize It
In any business (including staffing), your data repository or database is pretty much like your home. It is very valuable to you, irrespective of whether you bought it from someone, inherited it from someone or built it from scratch yourself. While it will appreciate over a period of time if maintained properly, it could become cluttered, outdated and a major source of stress if ignored.
A lot of recruiting managers in corporate and agency staffing admit that their recruiters and sourcers head straight to professional networking sites or job board resume databases to find potential candidates, when working on a search. It is surprising that recruiters choose external databases first, and only use their own ATS as a ‘last option’. It is little surprise then, that a majority of the employers do not even know how many qualified candidates there are in their own ATS databases.
The reason for this is that most ATSs are not easily searchable. Recruiters are always running against time to deliver on the hiring targets they have, and to fill critical positions. In such a scenario, it is natural for them to drift towards sources that work for them (job board resume databases and professional networking sites) rather than resort to running searches and retrieving results from their own ATS/CRMs, regardless of how many best-fit candidates are waiting to be discovered in the ATS.
The fact that companies these days are spending aggressively on getting more and more candidates to apply to their jobs does not help recruiters. The biggest sourcing challenge companies currently face is filtering through the increased number of applicants to find potential hires. In other words, the candidate “haystack” is getting bigger and bigger, and sorting through it to find the “needles” is becoming more and more challenging. While this is the problem at the recruiter’ end, the applicant says “Applying to a job posting with most companies these days is equivalent to putting your resume into a black hole”.
Artificial Intelligence can help your ATS from becoming the ‘candidate black hole’. By auto-matching candidates (based on various parameters) to open requisitions, time-consuming aspects of screening such as searching and reviewing are eliminated. This enables relevant candidates to get to the front of the line, helping create a better candidate experience. And one doesn’t need to emphasize on the importance of candidate experience in a candidate-riven market like today’s.
A passage from Google’s blog explains the importance of owning and using data efficiently in the 21st century.
“When every business has free and ubiquitous data, the ability to understand it and extract value from it becomes the complimentary scarce factor. It leads to intelligence, and the intelligent business is the successful business, regardless of its size. Data is the sword of the 21st century, those who wield it well, the Samurai.”
Software like Param help companies use their ATS data efficiently by:
Automated Resume Screening: Screen candidates automatically, with increasing accuracy. Get candidates screened, matched and stack-ranked based on your hiring history or job requirements.
Candidate ReTarget: ReTarget past candidates within your ATS that are a great fit for a new role, update your ATS and reduce cost of hiring.
Talent Analytics: With customized and detailed reports, get unparalleled insights into your team’s activity and performance, in addition to data like source efficiency and other critical metrics.
Seamless ATS Integration: With a single switch, Param integrates with your ATS/CRM and gets working on the data.
To know more about how Param can help save hours of your recruiters’ time, and to schedule a free demo, head over to http://param.ai/, fill up the form to request for a demo.
