What are the Alternatives to an Applicant Tracking System (ATS)?

Posted: May 04, 2020

Applicant Tracking System

After digging into Applicant Tracking Systems: The Good, the Bad, and the Unnecessary, many companies may determine that they simply don’t need an ATS at this point.

So, what are the Alternatives to an Applicant Tracking System (ATS)?

Fixing Your Process, Not Your Software

The truth is that candidates don’t really care what software you use. In fact, the best software from a candidate standpoint is one that is mostly invisible. Invisible software feels more human.

What the candidates you seek will really care about is a lack of process, a lack of communication, and alack of timeliness. If candidates submit resumes into a black hole, if they have no idea what the process is or where they sit within it, or if they wait long periods of times “stuck” in different stages of the process, they will look elsewhere (if they aren’t already doing so.)

Most organizations can achieve the largest impact by improving their hiring process. Software won’t fix that. In fact it may automate and accelerate the bad aspects of your process, making them even more visible to the candidates you want. Make sure you have your sourcing, applying, scheduling, interviewing, candidate selection, communication, background check, and onboarding down pat. Start there, then software.

Inbound Recruiting

According to HubSpot research (HubSpot has been ranked the #1 Best Place to Work in 2020 on Glassdoor):

“The way people find, research,and apply for jobs has changed. Companies used to be in control of the recruiting process, but now, over 75% of job seekers start their search on Google (CareerBuilder, 2015). It’s easier and faster than ever to discover what a workplace is like, which positions are available, and even find salary information. As a result, employer brand is paramount. Recruiters need to think more like marketers to create an engaging, helpful candidate experience.”

One of the #1 issues for employers in bridging the talent gap starts with sourcing candidates. Making sure candidates know about your organization, which types of jobs you’re hiring for, and why your employer is one of the best to work for.

Employer branding is critical in today’s world, and that branding continues through the candidate experience during the hiring process.

 Plus, inbound recruiting—candidates coming to you—saves quite a lot of money.

Building a Hybrid Software Suite Using Best-of-Breed Software

The problem with most applicant tracking systems is that they are one-size-fits-all. These systems are usually full-featured, but only a few of the features may perform as you want, and it may not be the features most critical to your organization. This is doubly true if you’re using an ATS that is bundled in with your ERP solution.

You may find that even with an ATS, you’re choosing to use redundant tools because they offer a better user or candidate experience. And even many companies that have an ATS end up using it for the more basic process management elements and layer other tools on top.

By doing it this way, you can evaluate each and every element of your process and choose the best-of-breed software for meeting your needs. You’re using an ATS for some of the core functions it’s most suited for, but seeking out best-of-breed software for the other functions. This is undoubtedly the best way to balance company needs, software capabilities, and candidate experience.

If you go down this route, you’re going to need to look at software for each of the following functions of the hiring process, though some software will cover multiple functions.

For more information on alternatives to an ATS system, please contact Info Cubic at 877.360.4636.

TO PAGETOP