What is an ATS? 

ATS stands for Applicant Tracking System, which is a piece of software that helps you recruit new talent and analyzes your success at doing so. There are a variety of ATSs on the market and we have used many of them while working with clients.  

What should an ATS do? 

Your ATS should work for you, not the other way around. These systems are not one-size-fits-all, and they can come with a variety of tools and features. Some of the most common are features like generating job descriptions, compliance with geographic regulations, sorting and storing resumes and matching them to job profiles, and analytics about your recruiting efficiency.  

You’ll need to determine the most relevant features for your organization to narrow down your search to the best system for you. Per Oracle.com: “With so many ATS options, it’s critical to isolate the true pain points the solution should target. For example, if the organization struggles to identify and recruit high-end talent, they should look for an ATS solution that creates dynamic job descriptions, automates pre-interview skill assessments, and uses AI to create a robust skills profile.” 

Whichever applicant tracking solution you go with should also easily integrate into your current tech stack, otherwise it is just making life more difficult for your talent acquisition team.  

What size does my organization need to be to utilize an ATS? 

It depends less on the size of your organization than on the size of your hiring need. Not all organizations need an ATS, but they are being adopted by more companies of all sizes each year. While nearly 99% of Fortune 500 companies are using an ATS, only around 35% of small companies are, though that number increases each year.  

A smaller company that is growing quickly, with an ever-increasing hiring need, is a great option to utilize an ATS. Choose a system that can grow with you, instead of investing in something with too much capability too quickly.  

What if an ATS isn’t the right fit? 

While an ATS is a great tool to aid in your talent acquisition efforts, it might not solve your frustrations completely. Applicant tracking systems have been criticized for being too restrictive in their resume selection. If the applicant's resume does not contain exactly the right keywords, it might not be tagged as qualified even though the applicant could be. There are many sources out there teaching applicants how to format their resumes to fit the ATS, so they have a chance of getting through to the human behind the software. 

Working with a third party can add both the efficiency you need and the human aspect you want, so that qualified applicants aren’t turned away unintentionally by ATS automation. Similarly to picking an ATS, it doesn’t matter what size your organization is, only that you have a hiring need that has outstripped your internal capabilities. Skywalk Group has worked with hundreds of organizations of all sizes and industries, and placed nearly 1,200 candidates year to date. Reach out today to learn more about our recruiting and human resources consulting services.  

By Jessica Palmer