Statement of the problem

The Benefits of Using an Applicant Tracking System

Tedious and time-consuming recruitment activities can be automated in an instant with Applicant Tracking Software. An ATS has the power to overhaul a mind-numbing recruitment process into the most efficient business operation overnight!

But the biggest benefit of using an ATS is best exemplified by its ability to improve. An ATS is proven to improve the time to hire, cost per hire and candidate quality. Now let’s delve deeper into how each feature works and the benefits they deliver when using an applicant tracking system.

Multi-user login

You can configure your ATS account to allow for one or more users to access it.

Master Admin will add sub-admins in the ATS and provide specific permissions regarding access for departments

Admin will able to create, edit and delete:

• Departments.
• Sources.
• Mode of interview.
• User management.

Admin can manage what a user or group of users is allowed to see for different departments.

Once you’re up and running with the ATS Dashboard, you’ll see there is a lot to the options. You can grant anyone in your organization access and assign them roles.

Managing hiring activities—whether for a specific role or across multiple openings—requires contributions from different people in your organization. But responsibilities differ from person to person so, each team member needs the right access level in the ATS.

Admin can delete a user at any time

The dashboard of the ATS will have features like

The dashboard contains seven status’, as below:

• New. The recruiter will add new applicants by clicking the ‘NEW’ tab. This will open a form for the recruiter to add the details with the proper status and department.
• Current. After filling out the form, the user will be automatically moved into the ‘current’ status. From there, the recruiter can manage the status accordingly.
• Shortlisted. Short listing is the process of identifying the candidates from your applicant pool who best meet the required, and desired, criteria for the role, and is the person you want to move forward onto the next step of the recruitment process, which is usually some form of interview.
• Blacklisted. It is an informal list of recruiters who are eligible and qualified for the job but may not meet other criteria that would conflict with corporate culture or colleagues.
• Offered.An official letter that offers employment to a job candidate. Send it by email or in writing. Through careful wording, the job offer will clearly detail everything that a job candidate needs to know about the terms of employment.
• Rejected. Once you’ve selected the top candidates and want to move on to the next phase of the hiring process, there’s another important step you need to take: sending a rejection letter to the applicants who were not selected.
• Future-prospective. When done right, job descriptions do more than just communicate an opening at our company. They attract the right candidates to apply, position our company as a great place to work, and ultimately help recruit talent more efficiently.

Color code feature

⮚ Recruiters can edit/update the details of users at any point of time in the system.

⮚ Recruiters can search candidates with four respective features:

• Date of calling
• Date of interview.
• Search by recruiter (Master Search 1) – where the candidates list will be visible according to the selected recruiter in the search dropdown.
• Search by candidate (Master Search 2) –the recruiter will search the candidate by their name.

NOTE: As ‘Search by recruiter’ and ‘Search by candidate’ are a ‘Master Search’, this will be functional until the recruiter resets it using the ‘Reset’ button.

• Recruiter listing
• Add remainder
• Department listing with the same seven status above to make the recruitment functionality smoother.