Applicant Tracking System (ATS)

An applicant tracking system, commonly referred to as an ATS, is a software application that enables the electronic handling of a company's recruitment needs. An applicant tracking software allows an organization to collect and store candidate and job related data and track and monitor the process of candidates through all stages of the hiring process. Applicant tracking software can be used to post job openings on a corporate website or job board, screen resumes, and generate interview requests to potential candidates by email. Other features include pre-screening questions, source tracking, and source effectiveness reports and resume process tools. Careerlister web-based applicant tracking system offers robust reporting and a centralized location to store and track open positions and candidates. Careerlister can also reduce your time to hire and cost per hire while reducing your paperwork and providing your company with a branded career portal.

1. What is an applicant tracking system?

An ATS is a type of software application that handles the recruitment process, namely by sorting through thousands of resumes, to determine which ones are the best fit for the positions for which they were submitted. Applicant tracking systems do not process your resume so differently from recruiters glancing at your resume, as both are looking for certain criteria for inclusion. Whereas human recruiters are often looking for grounds for automatic rejection, such as spelling errors or lack of relevant skills, applicant tracking systems operate by searching resumes for keywords.

2. Why do employers use applicant tracking systems?

Applicant tracking systems help employers save time and paper and help them stay organized. Without them, recruiters would have to spend much more time filing and shredding papers or moving and deleting emails. With applicant tracking systems, there is no risk of an employer accidentally deleting the email containing the resume of the applicant the company wants to hire. An ATS also makes it easy for employers to keep tabs on the hiring process and to communicate with applicants directly. Applicant tracking systems were first used by large corporations that receive thousands of applications, but smaller businesses are now also using them. Just as companies use software applications to keep track of relevant information on their customers, using similar software to organize information on prospective employees makes sense for employers.

3. How do applicant tracking systems work?

Applicant tracking systems process resumes submitted by applicants and sometimes even use social media to actively recruit prospective employees. When you submit your resume through an ATS, it stores your resume and an entry in the database. The recruiters then search for keywords for the particular job opening. If your resume contains the keywords the employer wants, then the ATS will rank you higher in the search results. The keyword searches by recruiters include the skills and experiences specific to the particular job opening. The employer can even command the ATS to search the company’s entire database of resumes to look for candidates with certain qualifications. This means that even if you submitted your resume a long time ago and never got a response, the company may have kept it on file in its database, and the ATS might identify you as a good candidate for a different position long after you originally submitted your resume.

4. What about social media?

Networking has always been an important part of the job seeking process, and now social media plays an increasingly important role. The prevailing sentiment is that having a social media presence helps more than it hurts when it comes to looking for a job, and most job seekers already understand the importance of presenting a professional image on social media. Of course, when it comes to attracting ATS, it is more than just a matter of not posting pictures of your drunken exploits on Facebook. There is social recruiting software that crawls the web for specific keywords, and the best way to get noticed is to have a social media profile that includes basic details about your education, work experience, and skills. That is sufficient to let the social recruiting software find you.

5. Search engine optimization

The process by which job candidates tailor their resumes to get them noticed by ATS is similar to the process of search engine optimization, or SEO. This is when companies tailor their web content to make search engines notice them and rank them high on the list of search results. Matching keywords is an important part of how search engine optimization works; if your website contains the words the user typed into the search engine, then it will appear in the search results. Thus, the best way to get an ATS to notice your resume is to anticipate which keywords the ATS and recruiters will be trying to find. Jobscan can analyze your resume compared to the job description in order to increase your ranking within an ATS, thereby increasing your chances of landing an interview.

6. Research is key

You may have heard the advice that you should tailor your resume specifically for each job application you submit. Whether this means making major or minor changes, your resume should make clear why you are a good candidate for that specific job. Every employer is looking for certain qualifications, whether resumes will first be scanned by a recruiter or by keyword-seeking ATS. You should find out as much as possible about the organization to which you are applying. If current employees of the company have social media profiles, especially on LinkedIn, see if you have similar qualifications or keywords.

7. No fluff

When recruiters search for keywords in applicant tracking systems, they are usually looking for certain concrete skills in your resume. If you are applying for a job as the manager of a hotel restaurant, for example, a recruiter may search for phrases such as “restaurant manager” and “hotel restaurant” or for the word “hospitality.” Recruiters will probably not look for words and phrases such as “outgoing” and “team player.” One of the main purposes of the ATS is to ease recruiters’ search process for candidates whose resumes are most closely in line with a particular job. An applicant tracking system’s decision about how your resume ranks among other candidates is based heavily on keywords, whereas recruiters base their decision not only on keywords but also, to some degree, on at least a little bit of arbitrary human judgment. If you’re starting your resume from scratch, try our Resume Writing Guide which can help you eliminate the fluff right off the bat.

8. Applicant tracking systems: friend or foe?

Applicant tracking systems make the recruitment process much more streamlined for recruiters, shortening the time it takes before a hiring manager contacts applicants who seem like good candidates for the job. For most jobs, it is not possible for the hiring process to be entirely automated. If you think your best qualities only show once you meet your potential employers face to face, you can boost your chances if you can rank highly in the ATS. Researching jobs and optimizing your resume with keywords before you apply is the best way to get interviews.

Simple Applicant Tracking starting at $35/mo.

A robust applicant tracking solution that meets your budget and recruiting needs.


Features

Resume Parsing

Three powerful parsers in a three stepped process to ensure your applicant data is parsed correctly.
Attachment resumes from emails.
Upload documents to applicant profiles.
Apply online forms for your own web page and any job site you'd like.
Duplicate checking process is a two staged process to ensure all duplicates are found and kept for your work flow.

Applicants

Applicant search on name, number, email and more. Partial searches, like searches and exact searches. Search by interview, job site, job opening and more.
Streamlined or customizable workflow to meet your workflow needs.
Applicant tracking done right. Applicant entry, tools, workflow and reporting metrics built right in and automatic.
Archive applicant data automatically but available for search and access.

Calendar

Calendaring built right in and available for view in the places where it matters.
Schedule applicants for interviews or add events to help your team recruit efficiently.

Applicant Communication

Email Templates are an efficient way to send a template to an applicant and the system fills in the name, date and time of interview and much much more.
Send a single email, email from template or send a builk email to a group of applicants all at once.
SMS integration allows you to have a working phone number to receive and send text messages to your applicants right within the application.
SMS templates allow you to send an applicant an sms and the system automatically fills in their name, interview date and time and much much more.
Direct to voice allows you to send a prerecoreded message to an applicant's mobile phone's voicemail without ringing the phone.

Reporting

Track your team's and your job opening's performance with reporting by
  • User
  • Interviewer
  • Posting/Opening
  • Job Site
  • Daily overview
  • Much more

Live snap shot reporting allows you to see a snap shot of what may different metrics that has occured in the system. From applicant entry performance, user performance, interview and events as well as interviews and events for up coming dates and much more.



Nightly snap shot email is an email sent to the team that contains a snap shot of the day's performance.




More features are available than listed here. and start using Careerlister today!

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$ 35 / month
5 recruiters / users included
Unlimited applicants
Unlimited Interviews
25 job openings
200 plain text emails / day
Basic reporting
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