Recruitment Blog
5 things your ATS should do

In the fast-paced world of recruitment, leveraging the right tools – such as an applicant tracking system (ATS) – can significantly enhance your recruiting process.
With features designed to enhance collaboration, improve candidate experiences, and provide valuable data insights, an ATS is a strategic asset that empowers organisations to make informed decisions and stay ahead in the competitive recruitment arena.
In this article, we’ll explore the 5 things your ATS should be doing to streamline and optimise your recruitment efforts.
And, when you’re ready to jump into the process of choosing your ATS and CRM, find the right one for your needs using our free step-by-step buyer’s guide.
1. Increase efficiency and improve workflows
Implementing an ATS automates time-consuming tasks in the recruitment process, such as sorting through resumes and scheduling interviews. The system streamlines job postings across various platforms, including job boards and social media, maximising the reach of job openings.
With advanced functionality, an ATS helps recruiters create and manage templates for job descriptions, making the application process smoother for both job seekers and clients. By leveraging real-time data and algorithms, the ATS software identifies the best candidates efficiently, reducing the time-to-hire and ultimately cutting the cost per hire.
2. Improve candidate experiences
Enhancing the candidate experience is a hallmark of an effective ATS. The system facilitates a user-friendly application process, allowing potential candidates to easily navigate and submit applications. Through integrations with messaging platforms and social media, recruiters can maintain real-time communication with applicants, providing updates on their application status.
An ATS helps in creating a positive employer brand by ensuring consistency in job descriptions and onboarding processes. By utilising assessments and algorithms, an ATS ensures that job seekers are matched with the most suitable roles, fostering a smoother and more personalised journey for applicants in the highly competitive job market.
3. Help you make data-driven decisions
One of the core strengths of an ATS lies in its ability to support data-driven decision-making in recruitment. The software generates comprehensive reports on various metrics, including candidate sourcing, time-to-fill, and cost per hire.
This wealth of data empowers recruitment teams and stakeholders within human resources to make informed decisions about their recruitment strategies. With the integration of artificial intelligence, the ATS helps identify patterns and trends, enabling recruiters to refine their approach and focus on the most effective channels for finding top talent.
4. Keep you compliant with all regulations
With its adaptability to the dynamic norms of employment law, an ATS plays a pivotal role in maintaining the integrity and compliance of the recruitment process. The system maintains candidate data securely, addressing concerns related to privacy and compliance with labor laws.
Additionally, the software can generate reports that assist in showcasing adherence to legal requirements, providing a transparent and auditable trail of the recruiting process. This compliance-focused functionality is particularly crucial for larger organisations and those operating across different regions with diverse regulatory frameworks.
5. Enhance collaboration with other recruiters
You can easily facilitate effective collaboration among recruitment team members and clients through an ATS. The system serves as a centralised hub for sharing candidate information, scheduling interviews, and posting job openings.
With seamless integrations with customer relationship management (CRM) tools and other recruitment software, an ATS fosters communication and coordination among stakeholders. This enhanced collaboration not only expedites decision-making but also ensures that the entire recruitment team is aligned on strategies for attracting and securing top talent.
How to select the best ATS for your recruitment agency
When choosing an ATS for your recruitment agency, there are a few key things to consider:
- Prioritise efficiency in handling high volumes of job applications.
- Look for an ATS system that streamlines repetitive tasks and efficiently parses candidate profiles to shortlist the most qualified candidates.
- Consider the size of your talent pool and the preferences of your recruiting team to ensure the chosen ATS aligns with your recruitment strategy, contributing to the overall quality of hire.
- Evaluate pricing structures, especially if you’re a small business, and compare the features offered by different ATS providers.
- Check for seamless integrations with platforms like LinkedIn, ensuring compatibility with your careers page.
Ultimately, the right ATS will not only optimise your recruiting process but also enhance the experience for your team and clients, leading to successful placements and increased satisfaction.
With hundreds of options on the market, finding the right option for your business may feel overwhelming at first. That’s why we’ve put together our comprehensive, step-by-step guide to choosing an ATS and CRM that will work for the specific needs of your business.

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