What is ATS in recruitment?

An applicant tracking system (ATS) is software for recruiters and employers to track candidates throughout the recruiting and hiring process.

oracle.com - What is an Applicant Tracking System? | Oracle India

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Why use an applicant tracking system?

Every organization is unique, but each one thrives on attracting, hiring, and maximizing top talent. Many businesses face major challenges at some point in the hiring or onboarding process. An ATS can offer a variety of capabilities that can help the organization find, hire, and retain the best candidates. Some of the benefits of an ATS include the following: Some organizations lack the reach to connect with top job seekers or to a cast a wide enough net in the marketplace. Others are missing critical data on the right channels to find specific candidates; other organizations may lack brand recognition and the means to develop it. An ATS can help address these critical candidate challenges. Some systems can be enriched with artificial intelligence (AI) and machine learning to create a profile of an ideal candidate, assess and identify skills, and predict success factors to maximize each hire. This helps organizations better understand candidate behavior, amplify brand recognition, and target specific job seekers on the platforms and channels they use most.

Increase candidate engagement

Moving a candidate through the journey from first contact to start date can be a high-touch process. It can be all too easy to lose a top candidate because of slow response times or poor engagement around interview schedules. An ATS creates greater visibility across the applicant lifecycle, so touchpoints don’t fall through the cracks.

Improve efficiency and lower costs

A reliance on inefficient manual processes, poor collaboration across the recruiting team, and miscommunication with key hiring stakeholders means that applicants move slowly through the hiring process. This leads to high cost-to-hire and time-to-hire ratios. An ATS creates opportunities to automate manual processes, increase visibility into the hiring cycle for the entire recruiting team, and increase opportunities for communication throughout the candidate journey. 78% of recruiters using an ATS report that it has improved the quality of the candidates they hire.2 Take a deep dive into the many features of a robust ATS (4:02)

Remain competitive

As of 2019, 99% of the Fortune 500 companies used an ATS in their hiring process.1 These companies already have the brand recognition and resources to compete for top talent; an ATS can level the playing field by creating better, quicker access to candidates.

Optimize the onboarding process

The right ATS can also assist in onboarding, ensuring that candidates who accept employment have all the information they need to start making an impact from day one, increasing overall productivity and retention.

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What type of recruiter makes the most money?

Executive recruiters Executive recruiters make the most money in the US. Internal Recruiters are typically working in Human Resources and only recruiting for the company they work for. External Recruiters, meaning contractors, are the ones earning the six-figure income.

zippia.com - What type of recruiters makes the most money? - Zippia

Executive recruiters make the most money in the US. The base annual salary is $93,045, and the average is $119,473 per year. The recruiters who make the most correlate to the industries that earn the most. There is a huge difference in pay structure between Internal Recruiters and External Recruiters. Internal Recruiters are typically working in Human Resources and only recruiting for the company they work for. External Recruiters, meaning contractors, are the ones earning the six-figure income. Agency recruiters aren't paid a flat salary; they earn commissions when they fill a vacancy through their candidate. Recruiters are paid to save the company time and money finding the right applicant for a vacant position. External Recruiters are paid a contingency fee based on a percentage of the first-year salary of the hired applicant (the company pays this, it does not come directly from the employee's salary). If an executive in IT, biotech, or pharma is placed on a $200,000 salaried position, the recruiter can receive a 20% payment based on this amount. However, If the recruiter is working for an agency, therefore, the $40,000 is split among the team, so their success adds up quickly.

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