What Does Your ATS Say About Your Organization?

By Natalie Pike,
October 17, 2014

This is a guest blog by Lizz Pellet, Culture Guru at The Good Jobs

In the world of human resources, ATS stands for Applicant Tracking System(s). To an organization, the ATS tool represents the process of how candidates apply to a job posting on-line. Through the technology, they get to track all of the applications in an organized manner. Gone are the days of relying solely on Excel spread sheets and homegrown databases. ATS are being used as a way to manage our candidate and future talent pool.

Some ATS focus only on the tracking piece, but many have other components – usually bolted on due to the acquisition of another technology. Those seem to be the most cumbersome and disjointed. In an ERE.net article by Kate Sensmeier Jan 23, 2013, she poignantly stated the recruiting buzzwords today that circle in our brains: candidate experience, employer of choice, culture, employment branding, talent pools, talent communities, candidate relationships, etc. Your expensive and time-consuming investments in all of these things won’t be worth it if the technology is used wrong. Candidates will sour on you or abandon the process. They’ll self-select out for reasons having nothing to do with aptitude or job-related qualifications. 

I took this statement to heart and decided to apply for a few jobs. I started on a job board and linked to company websites to start the application process. WOW! I would like to suggest that anyone reading this piece stop. Really stop here and go and apply for an open position with your own organization. I was amazed at how difficult it was to take what should be a very simple process and reach a level of frustration only experienced after running into a wall and hitting the same spot three times in a row! ATS for me translated to Annoying Technical ‘Stuff’ you have to do to apply for a job.

Registering was no easy process, and once you register with one particular ATS vendor it remembers your name and you have to data enter your user name and password for any position you are applying to at ANY company. I used unique information for each job I applied to, so this was a Herculean task and one that I could not master. My level of frustration caused me to opt out of four job postings for companies that used this ATS vendor. I was starting to feel like a mystery shopper who was not going to have much good news for the blind company that sent me in.

*This is part one of a three-part series by The Good Jobs

Need more advice on how to better your hiring process? Download our eBook now!

About the Author

Natalie is the Marketing Strategist, responsible for knowing the ins and outs of the SMB Industry, educating prospects on hiring best practices and positioning Hireology as a thought leader in the SMB space. She started at Hireology in 2014, writing blogs, planning events and managing the various social media platforms. Prior to working in the “real world,” she attended Purdue University (Boiler Up!) majoring in Broadcast Communications and competing on the Women’s Water Polo Team.

Subscribe to our weekly newsletter and learn how to build your best team.