What is an ATS?

Posted: March 12, 2020

An ATS (Applicant Tracking System) is a type of software that streamlines the recruitment and hiring processes for the company and the job applicant. An ATS rolls many components of the hiring process into one platform, providing tools to manage applications, screen resumes, post and syndicate job listings, communicate with applicants, schedule interviews, conduct background screening, create interview scorecards, collaborate with decision-makers, and much more! The question is, do I need a complex, expensive ATS to streamline my hiring process?

Size May Not Matter

When considering an ATS as part of your pre-hire employee screening process, consider these factors:

Companies of all sizes are implementing Applicant Tracking Systems to streamline the hiring process, boost productivity, increase visibility and eliminate dual data entry. While an ATS system has the potential to offer significant time savings and greatly reduce phone calls and emails between human resources and job candidates, there are a few drawbacks to using an ATS, including that it can be cumbersome and time-consuming to implement and they can be expensive especially for small and mid-sized companies.

What’s Inside Matters

  • Does my company need an ATS?
  • What is the cost of an ATS?
  • How will you use an ATS in your hiring process?

At Info Cubic, we have clients who have ATS, and we integrate our pre-hire screening services into the ATS. Simple. However, unlike many other full-featured employee screening services, we also have clients that do not have an ATS. We’ve created special features in our technology stack and within our screening solutions to make clients without an ATS streamlined and efficient as they screen new hires. Rather than forcing companies to buy an ATS to get the most from their pre-hire screening, our approach is to make you efficient with an ATS and without.

For more information on the pros and cons of Applicant Tracking Systems, please contact Info Cubic at 1.877.360.4636.

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