How Does Your ATS Impact the Candidate Experience?

By Kevin O’Brien

TeroVesalainen / Pixabay

Less than a decade ago, the staffing industry was desperately hunting down prospective clients that hadn’t succumbed to a hiring freeze in the face of the Great Recession. The aftermath of those years saw increased focus on client engagement, with staffing firms urgently trying to woo new clients from the competition.

But that time is long gone, and the market has done a complete 180. Though it’s technically your clients who contribute to your revenue, you won’t get very far without quality candidates. The irony is, you likely have job requisitions flooding in from every direction; demand is soaring, particularly in industries like IT, engineering, and healthcare. But talented professionals know they’re wanted, and nothing short of the best candidate experience will make them consider partnering with your staffing firm to fill your clients’ open positions.

But here’s the crux of the challenge: even if you have the world’s most capable and charming recruiters, the underlying process and procedures in your recruiting process will set the tone for candidate engagement. From the way in which your candidates must apply for open positions to the way in which your recruiters communicate with those applicants, the tools and software you choose to leverage are instrumental in laying the foundation of candidate engagement. In other words, it’s your ATS that will impact the candidate experience more than any other factor. Here’s why.

The Job Application Process

How user-friendly is your application process? A recent study found that the average Fortune 500 company’s application includes a massive 62.8 questions. With a limited number of potential applicants willing to spend more than 15 minutes filling out an application, there’s no doubt that a lengthy, un-streamlined application process is hurting the candidate experience.

Housed by your ATS, the job application is often the first touch point between your company and your candidates. You should want to make the process as easy and painless as possible. Just because your staffing software provider gives you the capability to ask unlimited questions in your application doesn’t mean you should take that opportunity. The best staffing software should be able to parse a candidate’s resume into the candidate record, which effectively decreases the need to ask as many questions of the applicant.

Want proof that a shorter job application is more effective? Just look at AT&T, who recently cut the length of their application in half, resulting in a 55% decline in abandonment rate and 100,000 more qualified applicants.

Mobile Responsiveness

A study from Indeed indicates that almost half of all jobseekers search and apply for jobs via their mobile device. If your ATS technology isn’t mobile responsive, you could be losing the attention of a lot of potential candidates.

Your ATS impacts the candidate experience most specifically in how a candidate chooses to interact with your company. If you are unable to cater to their expectations, forcing them off their phones and onto their desktop, the experience is tainted (and, most likely, the candidate will abandon their efforts completely). The desire to Go to the full article.

Source:: Business 2 Community

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