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8/20/2019 10 Predictions About the Evolution of Applicant Tracking Systems
1/18
Matthew Kosinski
10Predictions
About the Evolutionof Applicant
Tracking Systems
www.recruiter.com
®
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8/20/2019 10 Predictions About the Evolution of Applicant Tracking Systems
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What’s Inside
Intro . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
I. ATSs Will Begin to Look–and Act–
More Like a Social Network . . . . . . . . . . 6
II. ATSs Will Help You Makethe Right Decisions . . . . . . . . . . . . . . . . . 8
III. ATSs Will Turn Rejected Talent
into Future Hires Analytics . . . . . . . . . . . 9
IV. ATSs Will Prioritize Data,
Metrics, and Analytics. . . . . . . . . . . . . . 10
V. ATSs Will Become More
User-Friendly – for Candidates . . . . . . .11
VI. ATSs Will Make It Easier
to Onboard Employees . . . . . . . . . . . . . 12
VII. ATSs Will No Longer Need
“Power Users” . . . . . . . . . . . . . . . . . . . . 13
VIII. ATSs Will Make
Resumes Obsolete . . . . . . . . . . . . . . . . . 14
IX. ATSs Will Go Visual . . . . . . . . . . . . . . 15
X. ATSs Will Accommodate
for the Gig Economy . . . . . . . . . . . . . . . 16
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8/20/2019 10 Predictions About the Evolution of Applicant Tracking Systems
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5 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
Perhaps the most basic and essential of the recruiter’ssoftware tools, the applicant tracking system is perched
on the cusp of a new era. Indeed, the ATS is evolving
right before our very eyes, thanks to advances intechnology and the efforts of some passionate and
talented recruiters, programmers, and entrepreneurs.
What will the ATS look like when all is said and done? What’s
in store for the applicant tracking system? Here are our ten
predictions on the future of the ATS, all based on excitingdevelopments happening right now.
8/20/2019 10 Predictions About the Evolution of Applicant Tracking Systems
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6 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
Remember when chat clients like AOL InstantMessenger were the best way to connect with
people on the Internet? Back then, we had little to
represent us but our buddy icons and our screen
names.
Nowadays, of course, things have changed for the
better. Thanks to social networks like Facebook, we
can all maintain much more robust presences on
the Web. Through our pictures, our comments, our
“likes”, our status updates, and our profiles, we can
really show other people who we are.
For a long time, ATSs were stuck in the chat-client
phase, representing candidates as little more than
names and tokens of information. Now, however,
we’re watching the ATS enter its Facebook phase.
I. ATSs Will Begin to Look–and Act–More Like a Social Network
8/20/2019 10 Predictions About the Evolution of Applicant Tracking Systems
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7 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
As more and more people rail against the ATS’s
overemphasis on keywords, more and more ATSs
are finding ways to present fuller pictures of
candidates as human beings.
Soon enough, a candidate’s presence in an ATS
will be more like a Facebook profile than a
traditional ATS database. Candidates will be able
to upload photos, share stories about themselves,
and, of course, explain their experiences and
qualifications in much more detail.
For recruiters, social-style ATS interfaces offer more
than just the chance to get to better know their
candidates – they also offer an easier way to make
hiring a collaborative process. Just as multiple
people can all look through and comment on one
person’s Facebook profile at once, so, too, will multi-ple recruiters from the same team be able to peruse
their candidates’ profiles, share their thoughts on
the candidates, and discuss the candidates with one
another – all without ever leaving the ATS. No more
emailing back and forth; no more wrangling
everyone into one room.
8/20/2019 10 Predictions About the Evolution of Applicant Tracking Systems
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8 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
Today’s recruiters know that cultural fit is often just
as important as – if not more important than –
credentials and qualifications. As a result, many more
companies have taken to integrating personality
assessments and psychometric
testing tools directly into their
hiring processes. When we
have a better picture of our
candidates’ personalities, we can
better decide which ones will
really thrive in the company culture.
Meanwhile, many ATS-makers
have been working feverishly to
create ATSs that can freely integrate with all manner
of hiring tools – including personality assessments
and psychometric tests. When ATSs and personality
testing collide, we end up with predictive ATSs – that
is, ATSs that can help us make better hiring decisions.
The idea behind hiring for cultural fit is that people
who can thrive within a
company’s culture are more
likely to be better hires. Predictive
ATSs can take this one step
further: they can compare
the personality profiles of top-
performing employees with the
personality profiles of current
candidates. Recruiters can then
use this information to identify
the candidates who are most likely to succeed at the
companybased on how those candidates align with
the people who already do succeed in the company.
II. ATSs Will Help You Makethe Right Decisions
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9 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
Today, when a candidate doesn’t make it throughthe ATS’s screening process, that candidate is
essentially condemned to a black hole, their resume
filed away in a void into which recruiters are
unlikely to ever look again.
The problem with this set up is the underlying
assumption that a candidate who isn’t right at this
moment won’t be right later on down the line.
Many recruiters are already challenging this
assumption by cultivating talent communities, which
serve as pre-filled talent pipelines. By maintaining
relationships with high-quality candidates in the long
term, recruiters can more easily find the best talent
when positions open up in the short term.
As talent communities become a more prevalent
sourcing method, ATS-makers will take notice.
They’ll see that recruiters want a more dynamic way
to manage long-term relationships with candidates,
and they’ll create ATSs through which recruiters will
be able to directly manage their talent communities.
When this happens, it’ll be goodbye keyword filters
and goodbye black holes for those not hired. Instead,
ATSs will be more like customer relationship
management software solutions(recruitment CRMs),
allowing recruiters toengage with candidates as if
they were sales prospects. Given how much
better our treatment of potential customers is
than our treatment of potential employees, this is
a development to look forward to.
III. ATSs Will Turn Rejected Talentinto Future Hires Analytics
8/20/2019 10 Predictions About the Evolution of Applicant Tracking Systems
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10 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
Previously, we predicted “socialized” ATSs thatpresented fuller pictures of candidates as human
beings, rather than resumes. We still believe that’s
the case, but we also believe
that these same social-style
ATSs will put more data
analytics power into the
hands of recruiters and HR
professionals. Data is the
buzzword in recruiting and
HR today, and for good reason.
HR pros and recruiters alike
both want to demonstrate their
impact on their organizations’ bottom lines. Similarly,
as the C-suite increasingly understands the
importance of recruiting as a business strategy,
executive leaders want to measure their companies’
hiring efforts in tangible ways.
The ATS of tomorrow will
meet the needs of both re-
cruiters/HR pros and top
executives by putting critical
metrics directly at everyone’s
fingertips. Through in-depth,
customizable reporting
features, users of ATSs will
be able to track, analyze,
and share data related to
everything from the number of applicants to a
recent job to how long it takes new hires become
productive team members.
IV. ATSs Will Prioritize Data,Metrics, and Analytics
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11 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
V. ATSs Will Become MoreUser-Friendly – for Candidates
Has any candidate anywhere ever been happy with
the experience of submitting their information
through an ATS? We’d wager that the answer is a
resounding “no.” Today’s ATSs are cumbersome,
inelegant systems – and they often ask candidates
to keep entering the same info over and over and
over again. Highly qualified job seekers often get so
fed up with ATSs that they ditch the application
process before it’s over.
This makes for bad recruiting in any economic
climate, and doubly so today, when it is clearly a
job seeker’s market. Recruiters want to be able to
engage with candidates more easily – and they want
to make the application process as hassle-free as
possible in order to attract the best of the best.
As a result, we can expect ATSs to become more
user-friendly in the very near future – with the “user”
here defined as the “candidate.” No longer will
candidates have to wade through page after page
and form after form, filling and refilling the same
fields over and over again. Instead, job seekers will
enter their information into ATSs the same way they
build their LinkedIn or Facebook profiles: through
clean, intuitive interfaces with no needless repetition.
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12 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
VI. ATSs Will Make It Easierto Onboard Employees
In keeping with the increasing focus on hiring forcultural fit – as outlined in an earlier prediction – we
can expect to see ATSs that allow for seamless
transitions from applying to onboarding.
Nowadays, companies want to begin onboarding
employees before they are even hired. They want to
offer engaging, employer-brand-specific content that
interests candidates. That way, job seekers can learn
about the company, its culture, its values, and its
mission prior to joining the team. This allowscandidates to determine whether or not they’ll fit
with the culture, and they can either self-select in or
out – making recruiters’ jobs much easier by decreasing
the amount of pre-screening they’ll have to do.
To facilitate smooth transitions from application toonboarding, ATSs will be made to integrate with
onboarding and employer brand management
systems with minimal fuss. That way, recruiters and
HR pros can begin “pre-onboarding” employees
through the same systems they use to screen and
track candidates. Plus, the earlier candidates are
onboarded, the less time they’ll need to get adjusted
when they join the company.
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13 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
Today, recruiters often focus on social mediaplatforms as reliable sources of high-quality
candidates. Rather than navigating through the
esoteric sourcing channels of old, recruiters often
walk right into the spheres of public life to find
prospective talent.
Similarly, many companies have redoubled their
efforts to build and maintain employee referral
programs (ERPs), because candidates sourced
through ERPs tend to be of a higher caliber thannon-referred candidates.
All of this is to say that the “power users” of the old
days – those experts who knew everything about
their complicated applicant tracking systems, the
people without whom others could never get
anything done – are no longer necessary. Now,
companies want to recruit from the trenches: they
want their employees to put candidates into the
system, and they want their recruiters to learn the
ins and outs of social media.
As a result of this shift, ATSs can no longer be
designed with highly specialized power users in mind.
Instead, they need to be created expressly for use by
average employees. That way, employees will be
more encouraged to tap into their own networks,share job openings with trusted contacts, and bring
in more referred talent. Recruiters too, will benefit:
they’ll be able to focus more on sourcing candidates
and less on reading user manuals.
VII. ATSs Will No LongerNeed “Power Users”
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14 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
VIII. ATSs Will Make Resumes Obsolete
Remember our first prediction, the one about social-media-style ATSs? We’d like to return to that idea for a
moment, because we think it points to another advance
in the world of recruiting and hiring – namely, the end of
the resume.
As ATSs come to look more and more like social media
platforms themselves; as they gain the capacity to integrate
with social media platforms; and as they become more
user-friendly for candidates, resumes may die out
altogether. When candidates can log into ATSs and create
comprehensive profiles that delve deeply into their
professional lives, they won’t need the stodgy,
limiting bullet points of traditional resumes.
Recruiters won’t need those one-pagers, either:
who needs a resume when you can pull up a
candidate’s profile and really get to know them?
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15 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
IX. ATSs Will Go Visual
Our workforce is more mobile than ever. Freelancers,contractors, flexible work schedules, and remote
employees are the new normal. This shift comes with
lots of benefits, but there’s
also a major
downside we can’t
overlook: when ourcandidates and employees
are spread all across the
globe, how can we really
get to know who they are?
ATSs will help us solve theproblems of connection
in a mobile world by incorporating more video
capabilities in the future. Video interviews, video
resumes, and video introductions will all become
standard ATS functionality. That way, recruiters andremote/flexible employees will be able to meet eye
to eye – even when they’re sitting across the ocean
from one another.
Another benefit of video
technology is that itallows everyone in the
recruiting department to
sit in on an interview –
even if they can’t be there
in person. A recorded
video interview can bepassed along from recruiter
to recruiter, and in that way, everyone on the team
can have a say about a given candidate’s suitability.
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16 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
Speaking of our mobile workforce – we now live in
the age of the gig economy. Full-time, lifelong
employment is no longer the only way to go. Plenty
of workers in today’s world operate in flexible, free-
lance capacities, doing a number of jobs, or “gigs,”
all at once. A person, for example, can drive for a car
service in the mornings, book some handyman work
through an app in the afternoons, and write content
for a company’s blog in the evenings.
The problem is, ATSs are not designed to track
these sorts of employees. ATSs were designed with
traditional full-time employees in mind. That makes it
difficult for HR pros to keep tabs on freelancers,
gig workers, and flexible workers.
Expect ATSs to respond to the rise of the gig
economy by introducing more fluid candidate
management capabilities. Future ATSs will allow
recruiters to sort through candidates according to
the types of jobs they’re applying for. More
importantly, however, future ATSs will make it
easier for employers to see the kinds of work that
candidates have already done for them in the past.
Have an applicant for a contract position? See what
kind of short-term work she’s done for you already
by logging into your ATS.
ATSs will allow recruiters and HR pros to engage with
gig workers in much the same way that they’ll allow
X. ATSs Will Accommodatefor the Gig Economy
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17 ©2015 Recruiter.com | 10 Predictions About the Future of ATSs
recruiters and HR pros to manage talent
communities. The focus will be on building and
maintaining long-term relationships, rather than
on immediate full-time employment.
The applicant tracking system’s future is a bright one.
These trusted software solutions have long been
critical to every recruiter’s success, and as they
evolve, we can only expect that they will grow more
and more indispensable. Recruiters, rejoice: your
ATSs will soon be more powerful than ever.
8/20/2019 10 Predictions About the Evolution of Applicant Tracking Systems
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