Why Does Most Applicant Tracking System Fail?

Are you are not being able to source the right talent?

Even if you do, are they ghosting you on the interview day completely?

Even if they turn up, are the interviewers taking forever to provide feedback?

And after being through all of the scenarios above, and finally offering a candidate, is he or she backing out right before joining?

And, the most important question is, are you facing all these challenges even after using an expensive Applicant Tracking System?

If the answer is yes, question yourself again and again- “What good is my Applicant Tracking System doing to me to achieve an effective hiring process?”

Not getting any answer?

Well, then maybe it’s time to change your Applicant Tracking System.

In this blog, I am going to give you a tour to a reason field called “The failure Of ATS”.

Before taking the trip, make sure you subscribe to our newsletter, to stay updated about our contents infused with ATS insights!

In 1996, Martin Ouellette created an early form of Applicant Tracking System in Canada. His site, called Viasite, was a French-language job board for applicants and employers. Viasite was renamed as Recruitsoft later on and then was bought by Oracle under the name Taleo.

Well, this is one amazing success story of the world’s first Applicant Tracking System.

But also, there were lot many Applicant Tracking Systems back then, which arrived, drew attention for a while and disappeared.

I guess you can easily imagine why. No one will bother using an iPhone 1 in the era of iPhone XS Max.

But still, a huge number of Applicant Tracking Systems are ruling the market which is of the same ilk.

Let’s take a look at those points which they have missed implementing over time. Shall we?

Quick Creator Of Requisitions:

Creating a requisition is the most primary task when a requirement is raised. 

But does it ever happen on time? Not!

Once you have created a requisition and forwarded it to recruiters, you need to follow up with them regularly to know the status of the requisition, CV screening, scheduled interview. And over time, it starts feeling more like a burden and less like a responsibility.

What you need from your Applicant Tracking System is to ease down the process a little bit. Most of the old ATS lacks there. When you are using an Applicant Tracking System, you need to be sure about how smooth it can be when it comes to creating a requisition. Also, if it can cope up with the changing requirements. Few modern Applicant Tracking Systems have storage of JD, from where you can use them later on also! Isn’t it amazing?

Your Applicant Tracking System should remove the pain of following up with your recruiters all the time for the updates also. It should have an inbuilt tracker from which you can get to know about the status of every requisition.

Does your Applicant Tracking System have it? 

Allowing You To Tell A Story:

What’s the story of the company you are recruiting for?

What are the company’s vision and mission?

Why does the company exist?

Employer branding is not just posting jobs to various job portals and social networks, it is about telling the story of your company.

Brendan Browne, VP of Global Talent Acquisition in LinkedIn, pointed out two very important things which should always be the key points of a recruiter’s pitch:

  1. How much you can engage someone in the conversation?
  2. How can you make them picture themselves in the organization?

When Brendan used to deliver his pitch during approaching someone, he always used to carry one whiteboard and a marker. In the middle of his pitch, he used to ask the candidates to come forward, hand them over the marker, and ask them to help him out with the strategies of making the company grow. That used to pull in the candidates in a huge amount!

Now consider this, after one position is open, you are draining all your strength and time in posting the JD in different portals. Is it giving you any time to make your story in your way? Absolutely Not!

If your Applicant Tracking System is helping you to publish your jobs in every job portals and social media site, nothing can be better than that. You have got yourself a keeper. 

If not, you have got yourself another headache which needs to be cured right away!

“I am in recruitment for memories. I want my time to be memorable here.”- That is how Brendan Browne likes to define his job role. Do you think on the same line as him too? 

Let’s leave the mundane tasks on the modern Applicant Tracking System with advanced feature of publishing, and create some memories then!

Giving Room For Analyzing A CV

Suppose there is an open position in your company for a developer. For which you are sourcing candidate profiles from various job portals.

 Suddenly, you come across two profiles: One has completed his education from an International school, has completed his engineering from a top-class college, has similar experience in the same field with some renowned company, has the perfect skill set which matches the profile.

Another one has completed his education from a state board school, is a degree holder of an ordinary graduation college, have a fair amount of job hops with a similar experience like the first profile, has a perfect skill set as well.

With the huge pressure of filling up the position as soon as possible and the tiring task of noting down every detail of each candidate profiles in your system, you won’t even bother considering the 2nd profile. Isn’t it?

Let me tell you, each candidate profile, even if poorly constructed, has a story hidden inside. Most of the ATS lack in the sourcing feature. Hence, recruiters take a lot of time to source candidate profiles from various platforms and hence, they don’t get time to dig out the story, which might be useful and make them give the candidate a call.

Let’s hear about this job-unworthy profile. This San Francisco born guy’s parents gave him up for adoption. He never finished college, job hops quite a bit, goes on a sojourn to 

India for a year, and on top of everything he has dyslexia. Would you like to hire this guy? Not really.

This is the story of Steve Jobs, the co-founder of Apple. Just like you, so many companies were reluctant to take him on board. Can you imagine where those companies would have been today if they would have considered hiring him?

Ted Talk speaker Regina Hartley categorized the candidate profile as mentioned :

  1. Silver Spoon: The one who had advantages and was destined for success.
  2. The Scrapper: The one who had to fight against tremendous odds to get to the same point.

Everyone will consider hiring a silver spoon and won’t even think about giving a chance to a scrapper just because of his clumsy profile, even though he has a perfect skill set.

But if you think deeply, scrappers are the risk-taker. When your company passes through a tough situation, they are scrappers who will be ready to take a bullet right away.

So how will you find out such a scrapper? It’s simple! Source every profile matching the skill set, communicate with them, find out their story, and you are good to go!

An Applicant Tracking System with modern features can help you in a huge way here. They will provide you with a special feature or add on from where you can source as many profiles as you want from different job portals and social media sites. 

Searching for the scrapper doesn’t seem so impossible now. Isn’t it?

Giving the proper analytics about your performance:

Renee West, former president of Luxor and Excalibur Hotel and Casino once said,

 “You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.” 

We all know how true is this. This is the sole reason for putting all our heart and mind into only one thing, recruitment. But sometimes, it is hard to find out where exactly we have been going wrong. And that is where you need detailed analytics.

So I was talking to Prashant the other day. Prashant, my recruiter friend has worked with so many staffing farm and consultancies so far. He told me that he had used various Applicant Tracking System where he could put candidate data, make some notes, schedule interviews, and that’s all.

I was shocked as he did not mention anything about recruitment analytics, which is more important. So I asked him, “What about the recruitment analytics?” he replied, “That our Applicant Tracking System doesn’t provide.”

Is this the same Applicant Tracking System you are using? Then it’s probably time to get a new one!

Recruitment analytics is not only essential for recruiters, but it is also essential for the Talent Acquisition Head, Hiring Manager, and the Interviewers in a similar way.

If you are a recruiter, you must be familiar with the hassle of recruiters not providing feedback within the given time. If you are the hiring manager then you are probably frustrated when the recruiters are not being able to schedule as many interviews as you want.

 But it gets most frustrating when everything falls on your part and you don’t have the data in hand to understand who is at fault.

Everyone says truth doesn’t stay hidden forever. I will say, it doesn’t say hidden at all when you have the data to put yourself on a clean slate.

Some Applicant Tracking System shows the entire analytics of your recruitment process through bar charts, pie charts, and graphs. How cool is that?

With detailed analytics, you can empower your hiring tactics as well!

Suppose you have been applying your method for recruitment and it is helping you out a lot. Now, if your teammates or your manager doubts about your method, you can always show them the increasing graph to prove how your hiring tactics are working out!

Now that you know where most Applicant Tracking System lack, are you feeling like replacing the current one you have been using?

If yes, then probably scheduling a demo with us might help you out.

Give it a thought until we get back to you with another brand new blog!

You might also like...