10 Minutes Read

Let’s admit, as a recruiter in the corporate world you are a busy bee! However, if you ask yourself, most of your time goes away in administrative paperwork, spreadsheets, and compliance work. This can be frustrating as would you rather spend time doing something you are great at – that is engaging with candidates meaningfully. So the question is – is your Applicant Tracking System (if you have one) helping you achieve your goals! Find out how an ATS can bring in efficiency and zero double entry work.
Read on!

Welcome to the Recruiters World!

HR professionals- from recruiters to talent acquisition teams, go through way more work than any individual. From managing the applicants’ name, contact information, address, educational qualification, work experiences and so on.

Fast forward to today and you’ll find out that the recruitment process is narrowed down by a software Applicant Tracking System (ATS). An ATS is a recruitment interface which has the power to overhaul the entire recruitment operation systematically and more productively. It helps companies to hire, collect, organize and filter applicants. Job seekers who submit their resumes through an online form are interacting with an ATS.

Life Afore ATS :-

As a recruiter, you had to manually hire for several jobs at a time and you’d receive hundreds of resumes for any given opening. Recruiters would glance at every job application that came through your way.

Recruiters work from resumes or by actively soliciting individuals qualified for positions. A recruiter’s job includes reviewing the candidate’s job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers. This is how it worked then.

A recruiter does more than just finding people for jobs and helps candidates prepare for interviews, assist with cover letters and manage salary negotiations. Recruiters work for a staffing agency; work for an agency placed internally with a client or may do corporate recruitment.

The process then followed by Recruiters-

Seek open Positions:

The very first process a recruiter follows is for open positions, sometimes a client may call with an open position. This involves getting the job description, salary range, benefits of working for that role, interview questions, start date, and even more related questions.

Posting a Job:

After collecting all the necessary details, recruiters now post all the open jobs on the company’s website. Recruiters will also reach out to their network to find out if any great candidates are looking for work at the moment.

Choosing the Right Candidate:

Applications start coming within 5 minutes of the position that has been posted online. A recruiter has to review all these applications to choose in the right candidate. Recruiters also review the hard and soft skills that the candidate posses to which their clients are looking for.

A list of shortlisted applicants with good resumes assuming those applicants would be a fit for the job role assigned, now recruiters schedule interviews, via telephone or a face-to-face, or a combination of both.

Scheduling Interviews:

Recruiter send reminder emails, text messages and even calls the qualified candidates one by one to remind them constantly about their presence to the clients for their interviews. Recruiters also keep in touch with the clients by frequently talking to them about every candidate. Sometimes, clients get busy with their schedule and that’s when recruiters schedule interview slots in advance.

Offering the Job:

When a job is being offered to a candidate, a recruiter will often be there as a medium of communication.
Recruiters get involved in the on-boarding process and provide the first day details to the candidates who need the offer and also take care of the offer letter.

Making Follow-Ups:

Once a candidate has been placed in a role, a recruiter keeps in touch with that candidate. Recruiters need to be in contact with the selected candidate for further information to be gathered.

Challenges and How it Can be Rectified With an ATS:

1. Difficulty in Analyzing the Applicants-

With Candidate Relationship Management, this platform serves as the basis for building a stronger relationship with them.

How we manage our relationships with candidates, through every stage of the hiring process, determines how engaged and passionate our talent will be.

Relationship matters. Being unresponsive, dismissive or just plain absent will not sell candidates on an employment brand, no matter how renowned a company seems.

A modern recruiter is one who is targeted, builds a relationship and knows how to not only find candidates but also get them to respond!”
                                                            – STACY DONAVAN ZAPAR


  • Communication being the key
  • Ability to build a pipeline
  • Customizable
  • Short implementation time

 2. Centralized Column to Keep in Track of Your Daily Communication-

How many calls will you make a day? How would you keep track if you had to make 35 cold calls every day? Would you check out your diary which has a never-ending list of candidates? Not 5 but 35 calls! Does it seem like an unconquerable task? A big YES!


  • Strengthens Employer Branding
  • Complete awareness of whom the recruiters contacted
  • Need not switch between tools of communication, emails, text messages and calls. The mode of communication is very well seen.

3. Employer and Hiring Manager Relationship

Often time the most challenging part of recruiting is having a good relationship with the hiring managers. Hiring managers generally balk when they feel like recruiters don’t understand what they want and need and in bringing that gap of understanding can build trust and lead to successful placements.

Recruiter Nation Report revealed that the two biggest bottlenecks in the recruiting process are hiring managers failing to move candidates through the hiring stages and review resumes expediently.


  • It helps to pare the requirements down to the essentials.
  • To be transparent and check in regularly, because “no news is good news” they say, but it doesn’t ring true for hiring managers.
  • Strategic and suitable Hire

4. Choosing the Right Talent-

As the market is becoming a candidate-driven, they are the greatest and most valuable asset. Matching the right talent with the right job opening is all that matters for a recruiter.


  • Makes the process more efficient
  • Promotes a good hire
  • Candidate-recruiter relationship is not designed to simply fill one position, it’s about looking at the wider picture and taking a long-term view and hence hiring the right talent is important.

5. Recruiters Performance Dashboard and Analytics-

Randy Moore, the Managing Director at the New Jersey-based associate Global Services and the founder and CEO of Talent Management- says that “Recruiting is emotional”. He’s not wrong, we’ve all been through this spending hours finding through the vacancy, crafting the ultimate cover letter and waiting.

The anticipation, frustration, the joy- almost every emotion is pricked and prodded in the job-hunting process.

Assessing a recruiter’s scorecard is very much essential, to check on themselves and their performance. So what follows are the whys, whats and hows of measuring individual recruiter effectiveness.


  • It enables to boosts a recruiter’s confidence
  • It shows a clear image of where a recruiter stands in his performance.
  • It can also serve as a basis for rewarding recruiters and also in passing feedback and information they need to self-improve.

So, What are the Goals that You can Achieve by Using an ATS?

  • Increases efficiency, decision-making, and Flexibility
  • Centralized pattern and user-friendly interface
  • Streamlines internal and external communication
  • Decreases recruitment costs and improves price per hire
  • Simplifies recruitment management and hiring time.

As talent acquisition becomes more competitive and more technology-reliant companies must evolve to meet new challenges facing recruiting and hiring professionals. You got to be more productive, effective and more efficient in attracting, screening and hiring the best.

Only by choosing the right Applicant Tracking System, can give your business a competitive edge when it comes to engaging and managing qualified job candidates.

Ping us to get a free demo to our ATS.