Top 6 Benefits of Using an AI Powered ATS

In the rapidly transforming staffing industry, advanced technological solutions are necessary to stay ahead of the curve and achieve hiring objectives. Recruiters need all the tools at their disposal to expedite their processes and hire the best candidates. An AI Powered Applicant Tracking System (ATS) is one of these innovative solutions that recruiters are asking for. 

Top Benefits of Using an AI Powered ATS

An ATS is an easy-to-use applicant tracking platform that helps recruiters find and hire candidates in an organized and simplified way. Ready to learn how? This blog will take a deeper dive into ATS, its benefits, and how it helps businesses achieve a competitive advantage in the fast-paced staffing industry.

1. Save time and money 

Improving recruiter productivity is a top priority for hiring teams. The faster recruiters can comb through resumes, the faster they can fill open positions. Automation is key to expediting processes and saving time. An ATS can help by automating time-consuming tasks, like: 

  • Publishing open positions on job boards and social sites
  • Automating follow-up emails
  • Tracking candidate responses

These automated tasks are not only time-savers, but they are also far more reliable and accurate than manual data entry. Plus, they boost recruiter productivity levels by 80% and reduce cost-to-hire by 60%

2. Simplify application process

An ATS provides a step-by-step application guide to all candidates. It details how to fill out applications, upload supporting documents, and complete assessments, enabling applicants to apply quickly and easily. 

An ATS not only has a positive effect on the first steps of the application process, but it improves the quality of the whole by being a professional and reliable platform. 

3. Improve candidate review process 

Filtering out applications and analyzing resumes is a hectic process. But an intelligent, AI-powered ATS provides recruitment teams with simple tools to automate steps like screening, filtering, and ranking candidates. 

It can also automatically parse and store resumes, automatically rank candidates based on customizable criteria, and present candidate data in a transparent way that makes comparisons fast and simple. Powered by semantic search algorithms, an ATS also reduces bias, makes sure no candidate is overlooked and helps ensure recruiters always make the best placement decisions.

4. Streamline internal & external communication 

Not only does an ATS improve the recruiting process, but it also streamlines internal and external communication. Team members and managers involved in the recruitment process can add notes, ask questions, mark details, and track everything about applicants in the ATS dashboard. This ensures that all information on a potential candidate can be found in one place.  

For external communication, an ATS manages tasks, scheduling, and preparing for interviews. The platform even provides a calendar for candidates to choose the most convenient time for an interview and sends out a pre-written agenda to help both parties prepare. 

5. Reporting and actionable analytics 

An AI-powered ATS generates data-backed reports and customized analytics to help hiring managers and recruiters easily monitor the effectiveness of their job postings. These reports analyze click-through rates and engagements. With semantic search, an ATS can even gather the demographics and main characteristics of the applicants. 

Users can even track recruitment-based KPIs in an ATS. This boosts recruiter productivity and processes all in one platform. That’s why an ATS is an excellent tool to help businesses understand the talent market and improve their progress to maximize the returns of their invested energy, money, and time.

6. Increase candidate outreach 

Posting open jobs on different platforms increases the chances of engaging and hiring the right candidate. But selecting the platforms and following the registration process of each site can be time-consuming. An ATS system quickly shares a consistent and branded job posting across each site and the company’s website, making it easy for potential candidates to find and apply for job postings. 

Why invest in ATS software?

An ATS not only saves time and money, but also helps your company stay ahead of the curve, reach your objectives, deliver value to your recruiters, and help them make better hires in less time. Ready to try an ATS out for yourself? Request a demo today.

How AI Candidate Matching Improves Recruiter Productivity

Recruiters face many challenges in their daily work. Sifting through hundreds of resumes for a single corporate job opening is one of their most monumental challenges. And the task becomes even more time-consuming for recruiters when each resume is given the attention it needs. That’s why recruiters need fast, accurate AI-powered tools, like candidate matching found in applicant tracking systems, to expedite hiring and stay productive and efficient.  

What is AI candidate matching? 

AI candidate matching is an intelligent recruiting tool that uses semantic search algorithms to match candidates with appropriate jobs. These semantic search algorithms go beyond looking at traditional keywords.  

Combined with artificial intelligence, AI candidate matching expands search capabilities like never before. But more than that, it allows recruiters to match candidates quickly and accurately. This ensures each candidate is placed in the right position, greatly shortening the candidate sourcing process
 

How does AI candidate matching work? 

Manual candidate matching is a tedious and time-consuming process that can lead to human error and costly mistakes. But AI candidate matching mitigates these risks.  

Combining algorithms and search criteria, this talent acquisition tool gives each applicant a ranking score based on pre-filled characteristics, priorities, and keywords, both specific and related. Ready to see it in action? Here’s how candidate matching works in four steps: 
 

  1. Custom selection parameters. Recruiters can select certain criteria, like experience, location, and salary requirements, to aid in their search.  
  2. Semantic search tools. Once parameters are selected, recruiters then use specific keywords to filter and match candidates. 
  3. Fast candidate submission. Candidate lists are then populated and organized, allowing recruiters to easily and quickly scan for the most valuable candidates.  
  4. Instantaneous communication. Finally, automated responses immediately notify candidates of their status.   

 

4 Ways AI Candidate Matching Improves Recruiter Productivity 

Automated recruiting solutions, like AI candidate matching, expedite the recruiting processes in significant ways and bolster recruiter productivity by an astounding 80%. Faster candidate matching helps recruiters make more placements, improving both hiring processes and bottom lines. But that’s only the beginning. 
 

1.Improve Time-to-Hire metrics 

One way AI candidate matching improves recruiter productivity is by reducing time-to-hire. Time-to-hire is the average number of days it takes a candidate to complete the hiring process. This includes the time an applicant spent applying for a position, all the way to their acceptance of the job.  

When combined with job mapping, AI candidate matching uses pre-determined keywords and semantic algorithms to match the best candidates with the best jobs the first time. This reduces time-to-hire by 40%, helping recruiters do their jobs even faster and more accurately than ever before. 
 

2.Reduce bias and diversify the recruiting process. 

AI candidate matching relies on data, parameters, and specific keywords to be effective. Because the process is automated and reliant on this data, candidate matching greatly reduces the risk of human bias. Other ways these innovative digital tools reduce bias include anonymous feedback options and demographic data visibility restrictions. 
 

3.Make data-driven decisions about recruiting processes

Digital tools and artificial intelligence are changing the way recruiters approach their work. By automating recruiting tasks, these AI powered recruiting tools are eliminating manual tasks, analyzing more data, and helping recruiters become more proactive. One way smart tools, like candidate matching, help improve proactivity is through the measurement of KPIs.  

KPIs (Key Performance Indicators), like time-to-hire and quality of hire, measure the accuracy and efficiency of your recruiting methods. Understanding these metrics gives recruiters better insight into what is working, or not working, in their recruiting processes. This allows them to make data-driven decisions when developing and enhancing recruiting strategies. 
 

4.Improve the likelihood that the right candidates are hired

The combination of human and machine capabilities allows recruiters to make faster, better decisions throughout the recruiting process. This reduces the chance of unsuccessful matches and increases the likelihood that the right candidates are placed in the right jobs.  

Utilizing custom algorithms, AI candidate matching takes the guesswork out of matching. Instead, data and analytics help ensure that only the most qualified candidates are matched, saving considerable time and energy for both candidates and recruiters.  

3 Ways Automation Can Streamline Your Hiring Process

Hiring strategies have evolved at breakneck speed. Especially as candidate sourcing has moved beyond conventional job boards and recruiters are turning to automated hiring tools, like those found in applicant tracking systems or customer relationship management platforms. These automated systems are enhancing hiring processes around the world. 

Powered by artificial intelligence, ATS and CRMs can automate tedious hiring processes to expedite faster than ever before. But these technologies are still quite new to many industries. A deeper dive is required in order to reap the benefits of these innovative platforms and programs. This blog will break down the nuances of hiring automation, and the different ways it can benefit hiring teams and candidates alike. 

 

3 Ways to Streamline Your Hiring Process with Automation

Hiring automation is transforming the way businesses and recruiters find, attract, and hire talent. By streamlining the various aspects of the hiring workflow, hiring automation can greatly enhance human capabilities and save considerable time along the way. Automation expedites time to hire and gets the most qualfied candidates matched quickly with available roles. Ready to learn more? Here are three important hiring processes that benefit the most from automation: 

1.Resume Screening

Manual screening of applications is the most time-consuming step in the hiring process. Especially since around 88% of the applications received for a job are irrelevant. This leads to recruiters or hiring managers spending almost 23 hours, on average, screening applications for a single role. But AI-powered smart screening tools, like digital resume screening, can automate the entire screening process.  

Developed to successfully integrate with Applicant Tracking System (ATS), this software learns the job requirements and what qualified or eligible candidates look like based on previous hiring actions and decisions. Using the employee data on tenure and performance, the automation software analyzes which candidates will be the most successful employees. Smart screening software uses keyword parsing and predictive analysis to learn about the experience of the employees, their skills, and qualifications, to screen, rank, and select the new candidates automatically. 

 

2. Pre-Qualification Processes

Filtering through hundreds of resumes and job applications is no easy task. This is where automation becomes incredibly handy in simplifying your hiring process. Automating pre-qualification processes saves hiring managers valuable time and energy by sifting through application questions and expediting candidate shortlists. 

In the same vein, automated communication tools, like chatbots, enable hiring managers to provide pre-qualifying questions, next-step suggestions, and valuable feedback at an incredibly expedited rate. These tools help managers work more effectively during the pre-qualification stage of the hiring process. Streamlined pre-qualification communication also considerably improves the candidate experience, which increases the chance that the candidate will accept the offer. 

 

3. Interview analysis

Hiring automation tools help managers conduct interviews anytime, anywhere. Digitized interview tools record interviews and evaluate the factors like words used, facial expressions, gestures, and speech patterns to determine how well an applicant may fit a specific role. Automation also improves the hiring process by offering data points on how well the potential candidate fits the company culture. This inevitably increases the likelihood that the right candidate will be selected.

The Bottom Line: Automation Enhances Your Hiring Process

As the desire for automated processes increases, the role of the hiring managers is going to change. By reducing the job-closing time and enhancing the quality of hires, hiring automation technology will encourage hiring managers to be more strategic in their workplace planning. 

Automated tools give an edge to hiring managers and solve the industry’s biggest hiring challenges. Hiring managers should make it a priority to learn as much as possible about these innovative systems. We can help. Contact us today to learn how these hiring automation tools can benefit your team today. 

How to Solve Your Biggest Recruitment Challenges

As a recruiter,  you’re expected to find qualified candidates to place into available roles that match their experience, skills, and background. You must also attend meetings, check references, collect documents, and maintain relationships with the company or client you’re hiring for. With so many variables, it’s no surprise that there are a number of recruitment challenges that are faced every day. These challenges can become even more difficult when recruiters are working remotely. 

Recruiting teams must quickly adapt, refine processes, and create new ones to make interviewing and hiring work through any channel. As you know, remote work isn’t going anywhere. In fact, 70% of professionals agree that virtual recruiting is becoming the new standard. Utilizing technology to enhance recruiting is a must. Talent acquisition solutions, like customer relationship management platforms or an applicant tracking system, can reduce the time to hire by 40%

4 Ways Technology Solves Recruitment Challenges and Makes Hiring Processes Easier 

Ready to learn more about the power of recruitment technology?

1.Recruitment Challenge: Remote Candidate Sourcing vs. In-Person Recruitment

Traditional methods of recruiting, like job fairs, are no longer the most effective way to source candidates. Recruiters need fast recruitment methods to source the best talent possible. This can lead to recruitment challenges for a number of reasons, one being an increase in candidate skills gaps. As a recruiter, you’ll be sifting through candidates who don’t have the necessary skills for the job. This can be a taxing process. 

The Solution: 

Recruitment technology virtually (no pun intended) eliminates the hassles of in-person recruiting or manual job board data entry:

  • Virtual recruitment is highly effective when used with communication platforms like Microsoft Teams and Slack. Tools like video chat platforms and applicant tracking systems are excellent ways to conduct interviews and gather online assessments.  
  • Digital candidate sourcing and matching technology expedite recruitment processes like never before. An ATS can even be integrated with job boards. You can also use keywords from the job descriptions to automate candidate harvesting through social platforms, like LinkedIn. 
  • An HRMS (human resource management system) bridges the skills gap by offering customizable training and learning modules and mentorship opportunities for candidates of all skill levels. 


2.Recruitment Challenge : A Poor Candidate Experience.

Creating a positive candidate experience is not one of the newer recruitment challenges. But it is made even more difficult when done virtually. It is vital to focus on improving the candidate experience because 75% of newly hired employees say that a positive experience influenced their eventual acceptance of the job. 

The Solution: 

The beauty of digital recruitment tools is that they can make everything, from harvesting candidate resumes to requesting interviews, an automated, streamlined experience. It also promotes a transparent communication process, which is a great stress reliever for candidates. Automated tools are an accurate and fast way to connect the right candidates with the right jobs—without wasting time.

Here are a few other ways technology improves the candidate experience: 

  • An Applicant Tracking System can quickly connect qualified candidates with open jobs, saving candidates from unnecessary interviews or paperwork. 
  • A digital hiring management system can automate interview scheduling with the click of a button. This fast-tracks interview scheduling and assessment requirements without any back and forth. 
  • In turn, integrated interview feedback tools provide automatic feedback quickly, saving considerable time and stress for candidates and hiring managers. 


3.The Recruitment Challenge: Prioritizing Diversity and Inclusion.  

Demand for equity and inclusion in the workplace is louder than ever. Steps have been made in the right direction, but progress has been slow, leaving D&I as one of the most significant recruitment challenges. However, companies are finally accepting that this is an issue they must address, because: 

  • 77% of talent professionals agree that diversity must be prioritized in recruiting culture. 
  • 47% say that hiring managers are currently not held accountable for interviewing a diverse pool of candidates. 
  • 3 out of 4 American job seekers are selectively seeking out companies that are outspoken about empathy, diversity, and breaking down discrimination barriers. 

The Solution: 

As a recruiter, you have the opportunity to set an example and be a catalyst for change. By educating recruitment teams, committing to an ongoing review of processes, and actively working to add inclusivity at every level, recruiters can overcome this challenge. Technology, like an applicant tracking system, can help recruiters do this in a few ways: 

  • Rethink existing recruiting and hiring processes – diverse interview panels will help recruiters hold each other accountable. Data-based reporting can help keep recruiters on track to their diversity goals.
  • It allows you to comb through recruiting trends using talent analytics and reporting methods. This helps you determine where hiring biases have been the most prevalent. In turn, it helps you avoid following this same pattern. 
  • An applicant tracking system (ATS) also helps reduce bias by utilizing a specific set of metrics in recruitment. By utilizing artificial intelligence and relying on data, you eliminate the risk of human bias. This can be done through key features like anonymous feedback, filters powered by AI algorithms, and the ability to “hide” specific demographic data. 


4.The Recruitment Challenge: Standing Out in a Volatile Market

In the recruitment space, there’s always discussion about whether it’s an employer’s market or a candidate’s market. While most assume that the current recession means that it’s an employer’s market, leaning back on this mindset will cause recruiters to miss out on key talent that will bring in and boost revenue. While this is one of the less obvious recruitment challenges, it remains one of the most impactful.

The Solution: 

Candidates are being selective in their job search – not just taking the first job that comes their way. This is a recruiting trend that we will continue to see, so recruiters must do everything in their power to attract and retain the best talent. This is best done with a modern, AI-powered Applicant Tracking System that can quickly and accurately connect qualified candidates with the best jobs. 

This platform allows recruiters to find the best candidates quickly, increasing the odds of securing the right talent before another company. It can also scour resource pool employees through keyword analysis, offering recruiters a chance to scoop qualified candidates up before they hit the job market. These tools not only streamline scheduling and data entry processes, but also provide instant interview feedback, resume analysis, and more.

10 ATS Features to Boost Your Talent Recruitment Strategy

Recruiting the right talent is vital. With remote work becoming the new normal, talent recruitment technologies are constantly being developed to help businesses adapt and enhance their recruitment strategy. One of the most impact technologies that a recruiting can leverage is an Applicant Tracking System (ATS)

An ATS automates recruitment and hiring processes, reducing hiring time by 70%. Other ATS benefits include: 

  • Store applicant data and information
  • Post new job openings
  • Provide assessments and screening information
  • Offer key insights 

Elevate your talent recruitment strategy with these 10 must-have ATS features

An ATS is a secret weapon every recruiter needs to refine their talent recruitment strategy. But there are a few key features you should make sure are included with your ATS system. Ready to learn more? Here are the top 10 ATS features you need to utilize:

1. Powerful candidate search 

The primary goal of any ATS is to ensure the job-candidate match is accurate as per the set criteria and filters. These keen search algorithms should also provide insights into your metrics, and have the capability to match, rank, and also show similar submissions. All these automated features work together to speed up your talent recruitment strategy in the following ways: 

  • Customizable selection parameters
  • AI semantic search
  • Automated candidate submissions
  • Streamlined communication via desktop and mobile app access

2. Seamless job board integration 

The best talent recruitment software should be integrated with various job boards, like Monster, Indeed, and CareerBuilder, to enhance the talent recruitment process even further. But an ATS can also streamline job board integration in the following ways: 

  • Save time and effort with automated bulk job postings.
  • Post job openings on social media.
  • Customizable job postings and email templates for personalized recruitment

Your ATS should also provide access to paid and free job boards alike, which can decrease the hassles of multiple logins for recruiters while posting or reviewing jobs.

3. Mobile app access

75% of people work from their personal devices and mobile phones. It is vital to not only have a great ATS platform, but also an equally competent mobile application for both iOS and Android. Utilizing a mobile app in your hiring process is an ideal way to boost your recruitment goals. 

4. A variety of plugins

As much as one would love all-in-one platforms or software, there is also a resistance to letting go of familiar mail or browser systems. Luckily, an ATS allows recruiters to stay within their comfort zone with easy-to-install plugins for Gmail, Outlook, Office 365, LinkedIn, and more. 

5. A range of bench management tools

Bench management is a challenge for any seasoned hiring manager. But a good ATS can help resolve that. Some ways that an ATS can make bench management more efficient include hotlists, automated search bots to find jobs for bench candidates, etc.

6. Omni-channel communication options

Communication is key in a recruiter’s daily activities. It can be quite tedious to keep switching tabs, applications, and devices to communicate for a certain activity. But an applicant tracking system streamlines all calls, text messages, emails, and other communication methods directly from the platform itself. This not only saves considerable time during the hiring and recruiting process, but it saves a tremendous amount of stress. 

7. Employee referral options

92% of people prefer word-of-mouth referrals over other types of advertising. Therefore, it is important for an ATS to have a built-in referral system to track referrals, and incentive employees to refer and reward them accordingly. 

8. Streamlined workflows

No size fits all, and no software is cut out for all businesses. But an ATS provides flexibility and customization in creating workflows, designing roles, and access controls. This customization allows the ATS to be tailored to your specific hiring process needs and goals without skipping a beat.  

9. Key Analytics and dashboards

Productivity tracking is a challenge across industries, especially in a remote work landscape. That’s why it is important to have access to the right performance metrics, reports, and dashboards to measure productivity, regardless of location. 

An applicant tracking system can do all of this and more. The best ATS solutions are those that offer in-built reports, scheduled reports, and customized reports.

10. Flexible integrations

Efficiency is vital in an applicant tracking system. An ATS should have the flexibility to integrate with other systems and software so that workflow remains seamless across teams, including: 

  • The ability to manage your tasks in Gmail or Outlook
  • Automated resume parsing, application imports, and mail syncing

 

Talent recruitment is a major challenge for many organizations. But an applicant tracking system can streamline your hiring processes like never before. Learn how Oorwin’s talent intelligent solutions can help you meet your hiring goals by contacting us today.