Applicant Tracking System in Recruitment

The recruitment process needs to be able to process many vacancies, job candidates and hiring managers at one moment. The recruitment process looks clear for the single vacancies, but many companies have hundreds of job vacancies at one moment. They need an applicant tracking solution to keep the recruitment process successful.

Many companies offer the applicant tracking solutions, but the organization has to be extremely careful in the selection of the right provider. It can decide to develop its own software recruitment solution, but the HR Recruiter has to be experienced recruiter in such a case. The definition of the business case and recruitment processes is essential for the successful implementation of the solution. The organization can decide about adapting the open source solution provided by the community, but the implementation is not easy either.

The successful job applicant tracking solution has to be compliant with the following key success requests:

• Interfaces with the main web job boards
• Automatic Job Postings
• Open Definition of different Roles
• Mass Job Applicants Management
• Strong Researching Capabilities
• Strong Workflow Support
• Interfaces with internal HRIS/IT
• Easy Interface for Job Applicants
• Intuitive Interface for Managers/HR Recruiters
• Strong Recruitment Reporting Capabilities

The effective applicant tracking system has to be connected with the main job boards, and it has to be ready to connect to specialized websites. The HR Recruiter should post all vacancies automatically from the system and the job applicants should be able to apply for the vacancy directly from the website. The manual entry of vacancies makes the recruitment process inefficient.

The recruitment process is almost the same in organizations, but the roles in the recruitment process are different. Each organization organizes the job interviewing process differently. The applicant tracking system has to be flexible to introduce new roles and change their permissions. The workflow has to be flexible and has to allow automatic forwarding of candidates based on different criteria.

The applicant tracking system has to link all job applicants to open vacancies. The system has to allow mass processing of applicants assigned to one single job vacancy. The HR Recruiter has to be able to close the vacancy and all job applicants have to be processes using standardized automated processes. The HR Recruiter cannot work with hundreds of applicants; the HR Recruiter has to work with the vacancy. The job applicant has to enter much useful information to the system. The HR Recruiter should be able to identify the best candidates from the information visible on the screen. The system has to work as a strong database, which allows the research among thousands of job candidates. The system should offer the contact management and the job interview support for the hiring manager and the candidates.

The tracking system has to support the reporting. It has to measure the key recruitment performance indicators. The system has to identify the difficult job vacancies as HR Recruiter can make the intervention.

The applicant tracking solution is not a cheap HR solution. However, its impact on the performance of HR is immense. The recruitment process can be shortened, and the best job applicants are not lost during the selection process.