Applicant Tracking Systems (ATS) are becoming increasingly popular among employers as they effectively streamline the hiring and recruitment process. ATS software is designed to help employers manage and organize job applications, track the progress of each applicant, and easily assess candidate qualifications.
By automating their employee recruitment process, companies can streamline hiring and save time and resources. This allows employers to spend less time on mundane tasks such as sorting through resumes and more time building better engagement with the best candidates for the position.
Automating the recruitment process also helps employers to save on costs such as advertising, interviewing, and training. This automation also reduces the risk of human error, making the process more efficient and effective.
With a recruitment process that is easier to track, employers can work to improve their hiring process with better insights into where unnecessary delays occur. Overall, automating the recruitment and hiring process with a great Applicant Tracking System can save employers time and resources while still finding the right candidates for open positions.
The statistics featured below give additional evidence why you need to consider implementing an applicant tracking system.
One of the key benefits of using an ATS is the ability to track and analyze data on job applicants, recruiting and hiring activity, recruiter performance metrics, and more. Applicant tracking system reports can provide valuable insights into the effectiveness of recruiting efforts and help identify areas for improvement. Let’s look at some of the most vital statistics and how your tool should track to meet/beat these averages.
An important statistic to track is the number of resumes received through the ATS. This can give employers an idea of the volume of candidates they are dealing with and help them plan for the recruiting process. Additionally, tracking the number of resumes screened, shortlisted, and interviewed can help recruiters understand how well the ATS is working to identify the most qualified candidates.
Having valuable metrics to track the time it takes to fill a position is a great way to milestone progress. By measuring the time from when a job is posted to when a candidate is hired, employers can get a sense of how efficient their recruiting process is and identify any bottlenecks that may be slowing things down. Tracking additional steps such as interview to hire or submit to hire are other recruitment statistics that will assist your team in identifying any pitfalls.
Having these types of Applicant Tracking System statistics built-in is becoming more commonplace, but be sure to ask your software if they have these ATS statistics.
Another key ATS statistic is the source of where the applicant came from, like a job board, employee referrals, career fairs, etc. This can help employers understand which recruiting channels are most effective for their organization and allocate resources accordingly. With these applicant tracking system statistics, users can focus on the mediums generating the highest quality candidates. Combining this metric with reports like time to fill can be a compelling way to show which avenue of candidates is giving you the best return on investment.
Performance measurement of your recruitment team is essential to ensuring everyone is hitting their goals. Having applicant tracking system statistics designed around recruiter activity is a great way to showcase metrics such as the number of calls or emails made, hiring ratios, and job-related activities. Applicant tracking system statistics such as these can be showcased in several ways, from standard excel templates to intricate dashboards; these are essential for ensuring your recruitment efforts run smoothly.
Compliance is an ongoing process that requires regular attention and commitment from employers and agencies. By creating a fair and inclusive workplace, employers can not only comply with laws but also create a more positive and productive work environment for all employees. Evaluating applicant tracking system statistics around EEO, OFCCP, and GDPR traits are required to ensure your team takes the appropriate steps when hiring candidates. Recruitment professionals and corporate solutions must take great care in implementing compliant practices.
Using applicant tracking system statistics can help employers gain valuable insights into their recruiting efforts and make data-driven decisions to improve the process. By tracking key data points such as the number of resumes received, time to fill a position, and source of the applicant, recruiters and corporate solutions alike can better understand where they are succeeding and where they need to improve.