Advantages and Disadvantages of Candidate Tracking Systems

Finding the right job candidates for your clients can be challenging, especially when resumes come from across the country. This is why many recruiters rely on candidate tracking systems to keep their hiring process organized and efficient. Read on to learn about the pros and cons of candidate tracking systems.

Advantages of PBX in recruiting

To save time

The biggest benefit of the ATS is the time it saves. Imagine 72 resumes stacked on your desk. How could you find him?

Recruiters often succeed because of their people skills. If the ATS software can give them more time to interact with real people, they will be more successful at placing candidates.

Perfect search

In addition to finding the best candidates for a vacant position, ATS can locate previous job candidates who were not hired for the desired position but are ideal for the current position.

This is an advantage because you are not limited to current job seekers.

A wealth of data

In addition to selecting suitable candidates for the job, ATS can collect data to improve the overall hiring process. You can track the top sources of candidates and track the time it takes to complete the placement process.

This way, you can analyze your time commitments and see if you can waste your precious time on another task.

Configurable projection

This can be the biggest benefit of candidate tracking systems. If you have five vacancies to fill, ATS can easily rank suitable candidates for each position.

It would be much more difficult and time-consuming if you were going through a pile of resumes and trying to draw by hand which candidate is suitable for a particular position.

Disadvantages of ATS for recruiting

Harder to integrate

Moving to ATS can be difficult as it can be difficult to integrate the new system with previous hiring methods. Fortunately, Top Echelon’s ATS does a great job of data integration, allowing for a smooth transition to new software, with a focus on finding candidates quickly.

Limit potential candidates

While keywords can be useful in organizing candidate data, people don’t always speak or enter keywords. If a candidate doesn’t have the exact keyword you are using, they may go unnoticed.

In addition, by choosing keywords on a resume, ATS can lose candidates with innate abilities that do not match their experience. These include younger and older candidates and those who have gaps in their resumes due to military service or caring for family members.

It only focuses on analytic data/information

Candidates who may be ideal for certain jobs can go unnoticed if recruiters rely solely on ATS to analyze resumes for certain keywords. Even if a candidate is suitable for the job, they cannot defend the case by typing a limited number of characters into each application field on the computer.

Do the pros outweigh the cons?

While there are some drawbacks to candidate tracking systems, especially when recruiters rely solely on tools to narrow down the pool of candidates, the benefits you can add to the recruitment process overwhelmingly outweigh them. ATS is helping recruiters find better-qualified candidates and better job postings faster than ever.

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