FAQ

An ATS (Application Tracking System) is a software tool used by organizations to streamline and automate their recruitment processes. It serves as a central hub for managing and tracking candidate applications throughout the hiring procedure. An ATS assists in job posting distribution, resume parsing, candidate screening, interview scheduling, and communication with applicants. They help recruiters and hiring managers organize and evaluate applicant data efficiently, making the recruitment process more streamlined and effective.

Using an ATS (Applicant Tracking System) offers several advantages:

• Streamlined process: Automates recruitment tasks, saving time and improving efficiency.
• Improved candidate management: Centralizes candidate data for easy access and collaboration.
• Enhanced collaboration: Facilitates communication and coordination among hiring team members.
• Time and cost savings: Reduces administrative burden and optimizes recruitment efforts.
• Improved candidate experience: Provides timely communication and updates to candidates.
• Data-driven insights: Generates recruitment data for tracking metrics and making informed decisions.
• Regulatory compliance: Helps ensure adherence to hiring policies and data security (GDPR).

An ATS platform (Applicant Tracking System) can help you save money in various ways:

• Reduced Hiring Time: By automating and streamlining the recruitment process, an ATS can significantly reduce the time it takes to fill job vacancies. This means less time and effort spent on manual tasks, resulting in cost savings.
• Lower Recruitment Advertising Costs: ATS platform have integration with job boards, allowing you to post job openings across multiple channels with ease. This reduces the need for manual job postings and lowers advertising costs. Plus, with Talentfinder, you have access to our multiposting service Talent boost, enabling you to post your jobs on all Belgian job boards at an attractive price.
• Improved Candidate Quality: An ATS helps you filter and assess candidates more effectively. By identifying the most suitable candidates early in the process, you can avoid interviewing and hiring unqualified candidates, saving time and resources.
• Efficient Candidate Screening: A recruitment software can automatically screen and rank candidates based on specific criteria. This eliminates the need for manual resume screening, enabling recruiters to focus on qualified candidates and reducing administrative expenses.
• Elimination of Paperwork: ATS platforms enable digital storage and organization of candidate data, eliminating the need for physical paperwork and associated costs like printing, copying, and storage.
• Increased Employee Referrals: ATS often facilitate employee referral programs. When employees refer candidates through the system, it reduces the need for external sourcing and can lead to higher-quality hires at a lower cost.
• Centralized Collaboration: ATS platforms provide a centralized space for collaboration among hiring team members. This reduces the need for lengthy meetings and email chains, leading to more efficient decision-making and cost savings.
• Better Hiring Decisions: The data and analytics provided by an ATS can help you evaluate the effectiveness of your recruitment strategies. This enables you to make data-driven decisions, optimizing your recruitment budget and avoiding unnecessary expenses.
• Talent Pool Utilization: An ATS allows you to build and maintain a talent pool of potential candidates. When new positions open up, you can tap into this pool, reducing the need for external sourcing and associated costs.
• Compliance and Legal Cost Reduction: An ATS helps you maintain compliance with recruitment regulations and data protection laws. This reduces the risk of legal issues and associated costs.

Overall, an ATS can improve recruitment efficiency, reduce hiring costs, and optimize your recruitment budget, leading to significant cost savings in the long run.

An ATS platform (Applicant Tracking System) can help you save money in various ways:

• Reduced Hiring Time: By automating and streamlining the recruitment process, an ATS can significantly reduce the time it takes to fill job vacancies. This means less time and effort spent on manual tasks, resulting in cost savings.
• Lower Recruitment Advertising Costs: ATS platform have integration with job boards, allowing you to post job openings across multiple channels with ease. This reduces the need for manual job postings and lowers advertising costs. Plus, with Talentfinder, you have access to our multiposting service Talent boost, enabling you to post your jobs on all Belgian job boards at an attractive price.
• Improved Candidate Quality: An ATS helps you filter and assess candidates more effectively. By identifying the most suitable candidates early in the process, you can avoid interviewing and hiring unqualified candidates, saving time and resources.
• Efficient Candidate Screening: A recruitment software can automatically screen and rank candidates based on specific criteria. This eliminates the need for manual resume screening, enabling recruiters to focus on qualified candidates and reducing administrative expenses.
• Elimination of Paperwork: ATS platforms enable digital storage and organization of candidate data, eliminating the need for physical paperwork and associated costs like printing, copying, and storage.
• Increased Employee Referrals: ATS often facilitate employee referral programs. When employees refer candidates through the system, it reduces the need for external sourcing and can lead to higher-quality hires at a lower cost.
• Centralized Collaboration: ATS platforms provide a centralized space for collaboration among hiring team members. This reduces the need for lengthy meetings and email chains, leading to more efficient decision-making and cost savings.
• Better Hiring Decisions: The data and analytics provided by an ATS can help you evaluate the effectiveness of your recruitment strategies. This enables you to make data-driven decisions, optimizing your recruitment budget and avoiding unnecessary expenses.
• Talent pool Utilization: An ATS allows you to build and maintain a talent pool of potential candidates. When new positions open up, you can tap into this pool, reducing the need for external sourcing and associated costs.
• Compliance and Legal Cost Reduction: An ATS helps you maintain compliance with recruitment regulations and data protection laws. This reduces the risk of legal issues and associated costs.

Overall, an ATS can improve recruitment efficiency, reduce hiring costs, and optimize your recruitment budget, leading to significant cost savings in the long run.

An ATS (Applicant Tracking System) can help you with problem how to attract more candidates in several ways:

• Job board integration: An ATS can integrate with various job boards, allowing you to post a job ad on multiple platforms with ease. This broadens your reach and increases visibility, attracting a larger pool of potential candidates.
• Simplified application process: With an ATS, candidates can easily apply for positions through a user-friendly online portal. This eliminates complex manual application processes and encourages more candidates to complete applications, enhancing the overall applicant pool.
• Employee referral programs: An ATS can facilitate employee referral programs by allowing employees to easily refer candidates through the system. This harnesses the power of employee networks and expands your talent pool through trusted recommendations.
• Talent pool creation: An ATS enables you to build and nurture a talent pool by capturing candidate information even if they are not immediately selected for a position. This network allows you to engage with candidates for future opportunities, expanding your talent pool and increasing the chances of finding the right candidates.
• Employer branding: An ATS can store and showcase your company’s branding elements, such as the logo, colors, and messaging. This consistency in branding across all candidate touchpoints helps create a strong and recognizable employer brand, attracting candidates who align with your organizational values.

By utilizing these features and functionalities of an ATS, you can enhance your candidate attraction efforts, reach a wider pool of candidates, and increase the likelihood of finding qualified and suitable individuals for your job postings.

An ATS (Applicant Tracking System) can make it easy to apply and convenient for candidates for job postings in the following ways:

• User-Friendly Online Application Forms: ATS platforms offer intuitive and user-friendly online application forms. These forms are designed to be straightforward, with clear instructions and easy-to-navigate fields, ensuring a smooth application process for candidates.
• Mobile Optimization: Many ATS platforms are optimized for mobile devices, allowing candidates to apply for jobs using their smartphones or tablets. Mobile-friendly applications accommodate the growing trend of mobile job searching and make it easy for candidates to apply on the go.
• Resume Parsing: ATS often feature resume parsing capabilities, which automatically extract relevant information from a candidate’s resume and populate the appropriate fields in the application form. This saves candidates time and effort, as they don’t need to manually enter their information.
• Social Media Application: Some ATS platforms enable candidates to apply using their social media profiles, such as LinkedIn or Facebook. This reduces the need for candidates to create separate accounts or fill out lengthy forms, streamlining the application process.
• One-Click Apply: A recruitment software may offer a “one-click apply” feature, allowing candidates to apply for a job with a single click or tap. With this feature, candidates can express their interest quickly and easily, increasing the likelihood of application completion.
• Job Alerts and Notifications: ATS platforms can provide candidates with the option to sign up for job alerts and notifications. This way, candidates can receive updates on new job openings that match their preferences, making it convenient for them to apply to relevant positions.
• Application Status Updates: ATS often send automated email notifications to candidates, keeping them informed about the status of their application. Regular updates reassure candidates that their application is being considered and create a positive candidate experience.
• Application Tracking: Candidates can use the ATS to track the status of their application, including whether it has been received, reviewed, or progressed to the next stage. This transparency helps candidates stay engaged and informed throughout the recruitment process.

By incorporating these features, an ATS makes the application process more efficient and user-friendly for candidates. A seamless and convenient application experience enhances the candidate’s perception of your organization and encourages more qualified candidates to apply for your job openings.

To keep track of the source of candidates during and after the recruitment process, you can utilize your ATS (Applicant Tracking System) effectively.

• Source Codes: Within your ATS, use source codes or tags to identify the specific channels or platforms from which candidates apply. For example, you can assign unique codes for different job boards, your company website, social media, referrals, and other sourcing channels.
• Application Forms: If you have an online application form or career portal, include a drop-down menu or checkbox where candidates can select or specify the source through which they discovered the job opening.
• URL Tracking: For online job postings or campaigns, use unique URLs that redirect to your application page. These URLs can contain source identifiers, allowing your ATS to track the origin of the application.
• UTM Parameters: For digital marketing efforts, use UTM parameters in the URLs shared on various platforms. UTM parameters provide detailed tracking data and can be used to identify the source of candidate traffic.
• ATS Data: Your ATS should automatically capture and store the source information for each candidate during the recruitment process. This data will be available for your reference even after the process is completed.
• Reporting and Analytics: Use the reporting and analytics features of your ATS to generate source-related data. ATS platforms offer built-in reports that show the number of candidates and hires from each sourcing channel.
• Candidate Feedback: Consider including a question in your post-hire surveys that asks new employees how they learned about the job opportunity. This feedback can provide valuable insights into the effectiveness of different sourcing channels.

By consistently tracking the source of candidates throughout the recruitment process and leveraging the data provided by your ATS, you can gain valuable insights into the effectiveness of various sourcing strategies. This data-driven approach enables you to optimize your recruitment efforts, focus on the most successful channels, and make informed decisions to attract top talent.

An ATS (Applicant Tracking System) can significantly enhance communication and effectiveness within your recruitment team in the following ways:

• Centralized Communication: ATS platforms provide a centralized space for all recruitment team members to communicate and collaborate. Recruiters, hiring managers, and other stakeholders can access candidate profiles, leave notes, and exchange messages within the system, eliminating the need for scattered communication channels.
• Real-time Updates: A recruitment platform offers real-time updates on candidate status, application progress, and interview schedules. This ensures that all team members stay informed about the latest developments, enabling better coordination and reducing delays in the recruitment process.
• Candidate Feedback and Evaluation: ATS platforms allow recruiters and hiring managers to provide feedback and rate candidates directly within the system. This promotes consistent candidate evaluation and facilitates informed decision-making during the selection process.
• Task Assignment and Reminders: ATS platforms often have task management features that allow recruiters to assign specific tasks to team members and set reminders for deadlines. This ensures that everyone knows their responsibilities and keeps the hiring process on track.
• Seamless Interview Scheduling: ATS can streamline interview scheduling by offering automated tools that display available time slots and allow team members to schedule interviews without the need for manual coordination.
• Collaborative Candidate Selection: ATS platforms enable collaborative decision-making when selecting candidates for further stages or making job offers. Team members can discuss candidate qualifications, share feedback, and collectively reach a consensus on the best fit.
• Analytics and Performance Metrics: ATS platforms offer reporting and analytics features that provide insights into the recruitment process’s performance. Team members can access data on key metrics such as time-to-fill, source effectiveness, and candidate conversion rates, helping identify areas for improvement.

By leveraging the communication and collaboration features of an ATS, your recruitment team can work more efficiently, stay organized, and make data-driven decisions. This not only improves the overall effectiveness of the team but also enhances the candidate experience, leading to better hiring outcomes for your organization.

Yes, an ATS (Applicant Tracking System) can optimize the hiring procedure with your hiring managers in several ways:

• Streamlined Communication: ATS platforms facilitate seamless communication between recruiters and hiring managers. They can share candidate profiles, interview feedback, and collaborate on candidate evaluations within the system. This streamlines the exchange of information and ensures all stakeholders are on the same page.
• Enhanced Collaboration: ATSs enable multiple hiring managers to access and review candidate information simultaneously. This promotes better collaboration and faster decision-making, reducing delays in the recruitment process.
• Automated Interview Scheduling: ATS platforms include interview scheduling features that allow hiring managers to view available time slots and schedule interviews directly through the system. This eliminates the need for manual coordination and back-and-forth emails, saving time and effort for both recruiters and managers.
• Candidate Evaluation: Hiring managers can provide feedback and rate candidates directly within the ATS. This centralizes the evaluation process, making it easier for recruiters to track and compare assessments from different managers, leading to more informed hiring decisions.
• Real-time Updates: ATSs offer real-time updates on candidate status and progress. Hiring managers can stay informed about the latest developments in the recruitment process, ensuring they have timely information to support their decision-making.
• Reporting and Analytics: ATS platforms generate data and reports on various recruitment metrics, such as time-to-fill and source effectiveness. Hiring managers can access these insights to evaluate the efficiency of the recruitment process and identify areas for improvement.
• Simplified Candidate Review: ATS platforms provide a structured view of candidate profiles, making it easier for hiring managers to review qualifications, experience, and interview results in a standardized format. This consistency aids in fair and objective candidate assessments.

By leveraging the capabilities of an ATS, the recruitment process becomes more efficient and collaborative for hiring managers, resulting in faster, well-informed decisions and a more effective recruitment process overall.

Yes, an ATS (Applicant Tracking System) can automate the recruitment process while still keeping it personal and human-centric. Here’s how:

• Personalized Communication: ATS platforms include automated email templates that can be personalized with candidate names, positions applied for, and other relevant details. Recruiters can tailor these messages to maintain a personal touch in candidate communication.
• Customized Candidate Experience: ATSs can be configured to create a unique candidate experience based on the stage of the recruitment process. Automated status updates, personalized messages, and follow-up emails can be designed to provide candidates with a human-centric experience.
• Video Interviewing: Some ATS platforms integrate with video interviewing tools, enabling recruiters to conduct virtual interviews while still engaging with candidates face-to-face. This approach combines automation with a personal touch, fostering meaningful interactions.
• Human Review and Evaluation: Although ATS can automate resume screening based on predefined criteria, hiring managers and recruiters still play a vital role in evaluating candidates. The human touch in reviewing applications ensures that candidate qualifications are assessed with a nuanced understanding.
• Personal Interviews: While an ATS may streamline interview scheduling, it does not replace the need for personal interviews. Recruiters and hiring managers conduct interviews to gauge a candidate’s personality, cultural fit, and soft skills, which are crucial aspects of the human-centric recruitment process.
• Candidate Feedback: ATS platforms can be used to solicit candidate feedback during and after the recruitment process. This shows candidates that their opinions are valued, further enhancing the human-centric approach.
• Transparent Communication: An ATS can help maintain transparency with candidates by providing them with timely updates on their application status and feedback from interviews. This ensures that candidates are kept informed at every stage, reinforcing the human element of the process.
• Candidate Relationship Management: An ATS can help recruiters build and maintain relationships with candidates, even those who are not selected for a particular position. This personalized approach fosters a positive candidate experience and encourages potential future applications.

By using an ATS strategically and automate recruitment process with personalized interactions, recruiters can strike a balance between efficiency and human-centricity in the recruitment process. This approach ensures that candidates feel valued, engaged, and respected throughout their interaction with the organization.

An ATS (Applicant Tracking System) can significantly aid in managing different recruitment partners by providing a centralized platform for collaboration and communication. Here’s how an ATS helps:

• Centralized Database: An ATS serves as a single repository for all candidate data, including those sourced by various recruitment partners. This centralization ensures that all relevant information is readily accessible to you and your recruitment partners, streamlining the overall process.
• Shared Access: With an ATS, you can grant controlled access to your recruitment partners. This allows them to submit candidates directly into the system, view job postings, and track their candidates’ progress. Shared access fosters better communication and reduces the need for manual data sharing.
• Streamlined Candidate Submission: Recruitment partners can submit candidates through the ATS software, ensuring consistency in data format and minimizing the effort required for data entry. This standardization leads to better organization and efficiency in managing candidate submissions.
• Real-time Updates: ATS platforms offer real-time updates on candidate status and feedback. Recruitment partners can monitor the progress of their candidates and receive prompt communication, enabling them to stay engaged and responsive throughout the recruitment process.
• Collaborative Feedback: A recruitment software facilitates collaborative candidate evaluations. Recruitment partners can provide feedback and notes on their candidates, which helps you gain valuable insights into the suitability of each applicant.
• Source Tracking: An ATS can track the source of each candidate, including those referred by partners. This information helps you measure the effectiveness of different partner and optimize your recruitment strategies accordingly.
• Performance Analytics: By analyzing the performance of candidates sourced by various partners, an ATS allows you to assess the quality of their submissions. This data-driven approach enables you to identify the most successful partners and build stronger relationships with them.
• Communication Management: ATS platforms often include communication tools that help you maintain consistent and clear communication with all recruitment partners. You can share updates, provide feedback, and address queries easily within the system.

By leveraging the capabilities of an ATS, you can efficiently manage recruitment partnerships, foster collaboration, and maintain a transparent and organized approach to candidate sourcing. This centralized system enhances communication and helps build fruitful relationships with your partners, leading to more successful hiring outcomes.

Data-driven recruitment is an approach to talent acquisition that leverages data and analytics to make informed decisions throughout the recruitment process. It involves collecting, analyzing, and interpreting relevant data to gain insights and make data-backed decisions for sourcing, screening, evaluating, and selecting candidates.

By utilizing data-driven recruitment strategies, organizations can optimize their recruitment process, improve the quality of hires, and enhance overall recruitment outcomes. This approach involves the use of technology, such as an Applicant Tracking System (ATS), to gather and manage large volumes of applicant data.

Creating an attractive job site with an ATS (Applicant Tracking System) involves focusing on design, content, and user experience. That is why we prefer to develop your job site and we do it for free. We have the expertise to take care of all these various aspects:

• Modern and User-Friendly Design: Our team recommends a clean and modern design for your jobsite and ensure that it is visually appealing and easy to navigate. We will always use a responsive design that adapts to different devices, including desktops, tablets, and smartphones.
• Branding and Value proposition: It is key to incorporate your company’s branding elements, such as the logo, color scheme, and tagline, to maintain consistency with the rest of your company website We also strive to provide clear and compelling information about your company’s mission, culture, values, strategy and opportunities for its employees in order to create a strong value proposition and to attract candidates who align with your organization.
• Clear Job Postings: Create clear and concise job postings with informative titles and well-structured descriptions. Highlight the key responsibilities, qualifications, and benefits of the position. Use bullet points and headings to make the content scannable and easily readable.
• Multimedia Content: Enhance your job site with multimedia content, such as images, videos, and employee testimonials. This can provide candidates with a more engaging and immersive experience, helping them better understand your company culture and work environment.
• ATS Integration: Ensure that your ATS seamlessly integrates with your jobsite. This allows candidates to apply directly through the site, simplifying the application process and reducing the barriers to entry.
• Easy Application Process: Implement a user-friendly application process that minimizes the number of steps required to apply for a job. Provide options for candidates to apply with their resumes or social media profiles, making it convenient for them to express interest.
• Search and Filter Functionality:Incorporate a robust search and filter functionality on your job site. This enables candidates to quickly find relevant job postings based on location, job title, keywords, and other criteria.
• Engaging Calls-to-Action: Use clear and compelling calls-to-action (CTAs) that prompt candidates to apply or explore further. Make sure CTAs stand out visually and are strategically placed throughout the jobsite.
• Job Alerts and Notifications: Offer candidates the option to sign up for job alerts and notifications. This keeps them informed about new job postings that match their interests and increases engagement with your site.
• Candidate-Focused Content: Tailor your content to address the needs and interests of candidates. Include information on career development opportunities, benefits, work-life balance, and any unique perks your company offers.

By implementing these strategies, you can create an attractive job site with your ATS that captures the attention of candidates, encourages them to explore job opportunities, and increases the likelihood of qualified candidates applying for your open positions

Talentfinder has been developed initially for the Profile Group team for its own use. It is the result of our 30-year recruitment expertise and therefore the only ATS made by recruiters for recruiters. It incorporates everything a recruiter really needs to attract and convince more candidates. There are 4 key differentiators vs other ATS: firstly we offer an integrated recruitment marketing solution with both a job ad campaign that is totally unique in Belgium and the development of your job site.

Secondly, our tool offers greater flexibility with the possibility to customize every single aspect from workflows, actions, teams and even screens. But above all, our tool comes with a customer success team available every day of the week, 8 hours a day, via chat or only a phone call away. This team of recruitment experts can help you digitize your recruitment process. Finally, Talentfinder also offers a seamless candidate experience with easy application, practical interview management interface, automated feedbacks and last but not least transparent personal data management following GDPR legislation.

Talentfinder comes with features that allow you to store and organize candidate data, nurture relationships with potential candidates through mailing and job alerts, and effectively manage your talentpool thanks to advanced AI-matching. Leveraging the capabilities of your ATS can significantly enhance your recruitment efforts and ensure a steady pool of qualified candidates for your organization. If you have any specific questions about utilizing your ATS, feel free to ask, and we’ll be happy to help.

We can set up the tool itself including your job site very quickly – within 48H. However implementing an ATS should be seen as a small ‘revolution’ within your company or department. It is therefore important to take the time to define what you are trying to achieve with Talentfinder and how you would measure success. Your team capabilities and competenes are also critical in this discussion. Our customer succes team will guide you in this initial process. Based on this definition, we can then recommend how to best leverage Talentfinder’s capabilities and define a detailed planning. We also always include a throrough training.