What do you do if your applicant tracking system is not yielding the desired results?

1. Refine Job Descriptions: Ensure clarity and appeal. 2. Optimize ATS Settings: Adjust filters and workflows. 3. Broaden Recruitment Channels: Use additional job boards and social media. 4. Enhance Candidate Experience: Provide clear communication and user-friendly processes. 5. Review Screening Criteria: Adjust to attract a wider range of applicants. 6. Collect Feedback: Get insights from stakeholders for improvement. 7. Explore Alternatives: Consider upgrading or integrating with other tools if needed. These steps can help address issues with the ATS and improve hiring results.

Speak to your ATS. Technology is rarely used to its full potential and you can usually work with an ATS to customise it and make sure its working for your organisation. Evaluate your ATS by getting feedback from HMs, candidates and recruiters and apply for some jobs to do a full end to end audit.

Start by conducting a thorough evaluation to identify areas of inefficiency or shortcomings. Engage with stakeholders to gather feedback on the user experience and system performance. Assess whether the ATS aligns with your organization's current needs and goals, and consider if customization or integration with other tools may be necessary. Explore alternative ATS options that offer better functionality, user interface, and support services. Additionally, provide training and support to users to optimize utilization of the system's features. Continuously monitor and evaluate the ATS performance and make adjustments as needed to ensure it effectively supports your talent acquisition efforts.

Some ways to make ATS working: -Evaluate the current ATS to identify limitations. -Gather feedback from users to understand pain points. -Research alternative ATS options. -Collaborate with IT and HR teams to address technical issues. -Provide training and resources for effective system utilization. -Customize and optimize the ATS to align with organizational needs. -Monitor performance metrics and analyze data for insights. -Consider integrating the ATS with other HR systems. -Seek advice from HR technology experts or consultants if needed.

Picking the defects in the current ATS and the actual needs of the team is the starting point. Then, contacting the technical support team is really important as many problems can be handled by the team or even by upgrading the subscription.

Review its settings and configurations to ensure they align with your hiring goals and strategies, making adjustments as needed. Analyze data and metrics from the ATS to identify areas of underperformance, focusing on key performance indicators (KPIs) such as time-to-hire, quality of hires, and candidate drop-off rates. Optimize your job listings by using clear language, focusing on key responsibilities and requirements, and highlighting your company's value proposition to make them more appealing to potential candidates. Additionally, consider revisiting your sourcing strategies and ensuring your ATS is fully integrated with other recruitment tools for a seamless hiring process.

Many ATS systems were initially designed with a specific demographic in mind—primarily white-collar workers. However, this overlooks a significant portion of the workforce composed of blue-collar and frontline workers, who often find these tools less accessible. Common barriers include mandatory use of email or the need for CVs/cover letters. Recognizing this gap, many companies are now seeking to enhance their ATS with more adaptable procedures that better align with their target demographics. At PastaHR, we cater to these companies by providing straightforward and efficient chat applications through WhatsApp and other platforms. This not only improves the Candidate Experience but also the Recruiter Experience.

The talent market varies from industry to industry and also from area to area and so, some staffing solutions might be good for seeking TESOL teachers and yet, looking for blue collar employees wont be found there. Additionally their efficiency rely on whether the potential candidates keep their profile updated.