Avoid These 5 Mistakes When Implementing Your ATS Into Your Hiring Process

The modern workplace is competitive and fast-paced. To stay ahead of the curve, it’s important to ensure your hiring process is as efficient as possible. This means using an applicant tracking system to help you manage and track applicants.

An applicant tracking system (ATS) can help you automate the process of sorting through resumes, setting up interviews, and tracking how applicants are doing. Also, using it can help you track which applicants are a good fit for your company and which aren’t.

However, as with anything, there is a right and wrong way to use an ATS in your hiring process.

In this blog post, we’ll show you 5 mistakes that you should avoid when using an applicant tracking system in your hiring process:

Not Utilizing Keywords

When using an ATS, it’s important to ensure that you’re utilizing keywords. Keywords are the words and phrases that help the ATS identify which resumes are a good match for the job opening.

For example, if you’re looking for a marketing director, you might want to use keywords such as “marketing,” “branding,” “strategy,” and “campaigns.” So, to get the most out of your ATS during your hiring process, include keywords relevant to the job you’re hiring for.

Not Optimizing Your Job Descriptions

It’s not enough to just use keywords in your ATS; you also need to ensure that your job descriptions are optimized for the ATS. This means including relevant keywords and phrases in your job descriptions.

For instance, if you’re looking for a marketing director, your job description should include phrases such as “developing marketing plans,” “overseeing branding strategy,” and “launching campaigns.” Including these phrases in your job description will make it more likely that your ATS will identify the right resumes for the job.

So, when hiring, try to avoid this mistake by ensuring that your job descriptions are set up for the ATS correctly.

Not Tracking Your Sources

When you’re using an ATS, it’s important to track where your applicants are coming from. This information can be helpful in several ways.

First, tracking your sources can help you identify the most effective channels for finding qualified applicants. Second, tracking your sources can help you determine how much you should be spending on each channel.

And last but not least, tracking your sources can help you keep tabs on which channels are referring the most unqualified applicants. By tracking your sources, you can avoid this mistake and make the most of your ATS during the hiring process.

Not Streamlining the Recruitment Workflow

When using an ATS, it’s essential to streamline the recruitment workflow. This means having a clear and concise process for how applicants will move through the hiring process.

For example, your recruitment workflow might look something like this:

• Resume screening
• Phone interview
• In-person interview
• Job offer

By having a clear and concise process for how applicants will move through the hiring process, you can avoid this mistake and make the most out of your ATS. Streamlining your recruitment workflow will also make the process go faster and take less time.

Not Screening for the Right Skills

When using an ATS for your hiring process, ensure you’re screening for the right skills. This means you should determine which job applicants have the right skills and qualifications.

For example, suppose you’re looking for a marketing director. In that case, you’ll want to use the ATS to screen for applicants who have experience developing marketing plans, overseeing branding strategies, and launching campaigns.

Many recruiters make the mistake of screening for the wrong skills. As a result, they end up hiring applicants who could be a better fit for the job. So, during your hiring process, avoid this mistake by screening for the right skills.

Final Thoughts

ATS systems are a great way to help automate and manage the recruitment process, but only if they’re used correctly. By avoiding these five mistakes, you’ll be sure to get the most out of your ATS system during your next hiring spree!

EVA-REC is an on-demand ATS that automates and improves the hiring process with AI technology. EVA-REC offers fully customizable, world-class features that help create a rich and immersive hiring experience for recruiters and candidates alike. Companies across the globe are relying on EVA-REC to drive merit-based, objective, and fair hiring practices that minimize bias without dehumanizing the hiring process. Request a free demo today and see the magic.

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