From the blog

A Social ATS…Really?

October 2, 2015 3:00 pm by
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Over the last two decades, the way in which people apply for jobs has changed significantly. Paper CVs with covering letters posted to companies, or handed into reception long gone. Not only that, but there’s no need to call up to ask for an e-mail address; everything is visible on company web pages. It seems that human interaction has disappeared…

Technology has taken over, meaning HR and recruitment departments have had to develop their talent acquisition process and the way in which people apply for jobs through various channels. The internet is so vast, so how can you attract potential candidates to visit your website to apply for a job? What makes you any different to that of your competitors?

As a recruiter, you want to attract top talent, but also have a way to manage all of those applications flooding through in a candidate heavy market. We’ve all had that feeling coming into work and seeing your inbox inundated with messages. This is where you might need to think about purchasing an Applicant Tracking System (ATS) also known as a Candidate Management System.

For recruiters, sifting through hundreds if not thousands of CVs to find the perfect match for a job role is time consuming. TribePad’s ATS enables the recruiter to manage the process, in one company branded website. It provides the recruiter with the ability to attract, manage and source the perfect candidate for the position. This enables a select few to be shortlisted with minimal effort and maximum efficiency. An ATS presents real time analytics and the ability to search candidate applications based on specific field i.e. position, experience, location. That sounds great, but where does the social element come in? How do we know that candidates aren’t just going to be lost in the system, or filtered so much that we lose the top talent we’re trying to attract?

Have a look at our infographic below.

ATS Statistics TribePad

Linking all platforms with the Social ATS enables multi-management, advertising available positions on all sites and maximising the attraction to candidates. The more information you have about a candidate, provides the means of creating a well rounded profile. The recruitment process soon become linear and efficient due to creating efficiencies through the process. The time saved, means that recruiters can spend more quality time with candidates, building meaningful relationships as well as focussing on further talent attraction methods.

It is important that candidates feel the continuation of your brand throughout the application process. Good branding presents consistency from the company and manages customer expectations. By migrating your brand with the careers website, candidates are unable to differentiate whether they’re on your company site or the ATS, which improves candidate engagement and user experience, ensuring candidates remain in the recruitment process for longer. In addition to this, the integration of personalised templates, ensures that applicants are continually updated throughout, improving the candidate experience.

Source: Rouser, M (2012), “Best practices in social recruiting’ [online]

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