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Your Ultimate Guide to Applicant Tracking System (ATS): Everything That You Need to Know 

everything you need to know about applicant tracking system (ATS)

Managing job applications and the hiring process through technology isn’t a recent innovation.  

Applicant Tracking System (ATS) have a rich history spanning over several decades. Throughout the years they have undergone significant evolution. In fact, the first ATS system was developed back in 1970s. However, it was a very rudimentary software that could only offer only basic data entry and organization of applications. These old versions of ATS relied heavily on manual support for an efficient operation. 

The modern ATS available in the market today employ background automation and are much more capable of performing tasks by themselves. But what exactly is an ATS? What can you expect from it? In this blog, we will discuss everything that you need to know about an applicant tracking software to help you develop a very thorough understanding of these recruiting software. 

What is an applicant tracking system (ATS)?

An ATS is a specialized talent management tool that has been designed to help recruiters and organizations to manage their recruitment operations. An ATS software allows recruiters to collect talent information, organize their database, and to filter and manage the candidates. According to recent data, more than 90% of Fortune 500 companies are currently using an applicant tracking system to develop a more efficient hiring culture.

While there are HRIS software which allow recruiters to store and sort talent information, ATS systems have gained popularity because of the multitude of features that they offer. Most applicant tracking systems in the market enable an efficient talent collection, management and organization. Some of the better ATS systems in the market also offer insights and analytics to enable the recruiters to make better decisions and come up with better recruitment strategies. Best ATS systems today empower talent acquisition teams to track all communications with prospective hires in a single location and work more efficiently to effectively engage, interview, and analyze leads.

In short, applicant tracking systems (ATS) are talent management tools that have been designed to help recruiters find the top of the talents that closely match the job profile. 

How do applicant tracking systems work?

Person using an applicant tracking software to work faster and more efficiently

Applicant tracking systems (ATS) are designed to work alongside the recruiter every step of the way. 

An ATS software proves invaluable in every aspect of operations, whether it be drafting a job description or extending a job offer. Certain ATS systems in the market go as far as enabling users to automate job requisitions and offer letters, thereby, substantially alleviating the workload of their users.

In order to understand the working of a typical ATS better, let’s explore the functionality using an example. Somhako is one of the best ATS in the market, that is providing a cost-effective talent management solution to recruiters wordwide. 

Let’s try to trace the process of recruitment through an ATS, using Somhako ATS as an illustrative example. Here is an outline of the stages within this process:

  1. The recruiter adds a job requirement and a job description into this recruitment software. Somhako ATS allows users to generate an instant job requisition with the help of an AI. Other ATS in the market also have similar features. Some of them don’t offer an AI generated description but offer templates instead. 
  1. Once the requirements have been generated and added into the system, the job gets posted across multiple locations. The talent pool can now view, and apply, to this job. Their applications get collected within the database of the ATS software. 
  1. The applicant tracking software now proceeds to analyze these applications, cross-referencing the job profile details with the information provided in applicants’ resumes. Somhako ATS, for instance, prioritizes and ranks these applicant profiles for the benefit of recruiters while simultaneously suggesting candidates the positions that align closely with their resumes. This process significantly enhances the quality of talent search outcomes. Similarly, numerous other ATS systems provide resume parsing features, enabling the ranking and sorting of applicant resumes based on their relevance to the job. 
ATS system lets the recruiter review resumes and make quick desicions
  1. The recruiters then have to review these shortlisted applications and select the candidates that they think are suitable. In case of Somhako ATS, an automated selection email is promptly dispatched to both the candidate and the client, therefore expediting the interview scheduling. Similar functionality can also be found in other recruiting software available in the market. 
  1. ATS now ensures that the recruiter remains informed about the progress of the selected candidates throughout the hiring process. Recruiters also often have the option to add personal notes and feedback within the system, which they can revisit at a later stage.
  1. When a candidate clears the interview, the software will also often send an offer letter to the candidates. Somhako ATS, for instance, uses an AI to enable the recruiter to generate a customised offer letter every time. Other ATS software usually offer some similar features or templates. 
  1. When the candidate accepts the offer letter, they are “hired” into the HR system. This information is stored for future reference. 
  1. Some of the best ATS solutions in the market, such as Somhako ATS, meticulously track and analyze each stage of the process, generating insights that can be used by recruiters to consistently enhance their decision-making capabilities.

The automation and the organization that an ATS brings to the process of recruitment cannot be underestimated. By enabling swift action and unbroken communication, an applicant tracking software allows the recruiter and the organization to save a lot of time which is essentially the most precious asset of the corporate world.

So, what exactly can you do with an applicant tracking system (ATS)? 

The short answer is that you can save time and resources. 

ATS have become popular as recruiting software because they help recruiters and organizations to let go of a huge amount of tedium that hangs over their everyday processes. These software work as effective talent management tool to make the workflow more dynamic and promote a healthier and efficient work practice amongst recruiters. 

There are several benefits to using an ATS:

Benefits of an ATS:

  1. Wider talent pool
ATS systems can help you expand your talent pool

Most ATS systems have user friendly platforms to ensure a smooth workflow since that is what they have been designed for. An advantage of this approach is that the ease-of-application often attracts more candidates and therefore allows the ATS to have a larger talent pool. Some of the best ATS in the market also accept profiles from across nations therefore offering global opportunities and attracting skilled talent from diverse backgrounds. 

  1. Easier and dynamic workflow 

Needless to say, a better workflow is at the core of an ATS’s operation. ATS software are designed to make the recruiting process more engaging and less redundant as the software works in tandem with the recruiter to automate and streamline their workflow. This enables the recruiter to have more time at their hands, make better decisions, research more, and perform more efficiently.

  1. Effortless talent management 

Applicant tracking systems initially emerged in the 1970s with the primary aim of maintaining comprehensive data records for future reference. This is therefore a core benefit of using an ATS. Nearly all applicant tracking software automatically curate and preserve a repository of data, ensuring easy access for recruiters’ future reference and utilization. 

  1. Reduction in workload 

ATS can generate automated job requisitions, mail responses, updates, alerts, and interview schedules. This effectively relieves the recruiters of content generation and managerial tasks. Additionally, certain ATS systems extend functionalities to facilitate efficient Customer Relationship Management (CRM) practices, enhancing the overall workflow efficiency.

  1. Smart and healthy work practices

By ensuring that the recruiter only has to focus on shortlisting candidates, ATS software help to promote a culture of smart work practices. Some ATS also provide insights and analytics to the recruiters helping them to constantly come up with better strategies.

What features to expect in an applicant tracking system (ATS)?

There are a lot of ATS systems in the market, however some general features of an applicant tracking software include:

  1. Resume parsing and advanced search

ATS systems compare applicants’ information with the details outlined in the job description, conducting a thorough analysis of resumes within the database. This analysis facilitates recruiters in conducting advanced searches of resumes, allowing for precise filtering based on specific keywords, job titles, skills, experience, education, and other relevant criteria.

  1. Candidate sourcing options

Most ATS software enable recruiters to actively search for, identify, and reach out to potential talents for open positions.

  1. Integrated CRM features 

Some of the best ATS systems in the market also include some integrated CRM features to allow the recruiters to better manage their communications with the client and the candidates. 

  1. Automation 

An ATS integrates automation in the daily tasks making it easier for the recruiter to navigate through their day-to-day operations. 

  1. Automated updates and insights 
Applicant tracking system (ATS) providing updates and insights

Almost all applicant tracking systems offer automated updates to the recruiter to keep them informed about the status of the shortlisted candidates. Some of the best ATS in the market also offer data driven insights to help the recruiters in making better decisions. 

  1. Rapid interview scheduling 

ATS systems are often integrated with calendar applications and are driven to expedite the interview scheduling process. Some ATS even offer features to generate interviews automatically. 

  1. Templates for email communications and job descriptions 

Most applicant tracking software offer templates to ensure that the recruiter enters their preferences and requirements for the job which can then be used by the software in resume parsing. Some ATS also offer email templates to ensure that all communication that happens on their platform remains consistent and professional. 

How to find the best applicant tracking system (ATS) for your needs?

There are many ATS systems in the market but to find the best ATS for your needs, you would need to have a good understanding of your own hiring requirements as well as the talent management tools an ATS offers. We have identified three major pointers that could help you in identifying an ideal recruiting software for yourself:

  1. Identify your requirements

Before you begin your hunt for an ideal ATS, you should have a good understanding of your recruitment needs. Every organisation has a slightly different talent acquisition culture. Understanding yours could give you a good idea of what recruiting software will fit well with your workflow and what will not. 

It would also be a good idea to identify what kind of talent pool is the ATS software targeting. If you are looking for a localised talent pool then you should search for ATS that are popular amongst the local talents. However, if you are looking for scaling opportunities, then a multi-national ATS platform might be more suited for your organization. 

  1. Have a budget

It is necessary to have an approximate budget in mind before you start searching for the best ATS for your needs. We recommend searching for solutions under your budget and checking which software matches most of your requirements. There are also some free ATS software available in the market if you do not wish to spend. However, they often have limited functionality and do not offer a lot of features. 

If you are looking to buy an applicant tracking system, we recommend signing up for trials and demos before buying the software so that you can experience it first hand and see if it really is worth the cost. 

  1. Evaluate the ATS 

Before you make up your mind, it is essential to truly evaluate the ATS software you have in mind. We recommend truly taking your time and exploring every aspect of the software during the demo period to ensure that you have truly vetted the platform and identified all the pros and cons. Check for client reviews and testimonials. Check online forums for any issues that the users may have reported and take your time analysing every aspect of the recruiting software and its talent management tools before making a final purchase. 

Conclusion 

We hope that this guide helped you develop a general understanding about applicant tracking system (ATS) and we hope that you would now be able to select the best ATS for your needs.  If you are interested in knowing more about Somhako ATS, you can visit our website or book a trial with us!

Somhako is a leading, global talent intelligence company, dedicated to simplifying recruitment operations and driving peak efficiency for recruiters worldwide. Through its AI-driven applicant tracking system, Somhako empowers users to identify top talents, streamline workflows, automate operations, and enhance the efficiency of hiring rates. 

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7 Best Recruitment Practices to Boost your Hiring Process in 2024!

7 Best Recruitment practices to boost your hiring processes

The recruitment landscape is getting more competitive than ever. With talent in high demand, organizations are seeking innovative ways to streamline their hiring processes. Many HR software, ATS, and talent management tools have flooded the market, promising an increased efficiency but ultimately failing to deliver. we have compiled a list of 7 best recruitment strategies to help you attract, assess, and hire top talent efficiently. Read on!

Best recruitment practices for better hiring process

Recently, the global job market has experienced a change. 

With the ever-increasing competition, the pressure to find top talents quickly has increased on the recruiters. The recruitment industry is slowly adopting candidate-centric dynamics to inculcate hiring practices that evolve not only to expedite candidate acquisition but also to streamline workflows and elevate the recruitment experience. 

This sudden shift in the dynamics puts an unreasonable pressure on the recruiter as they struggle to balance the ever-increasing workload against the stress that comes with the job. According to a 2023 survey conducted by Milieu Insight, about 6,000 respondents from Singapore, Malaysia, Vietnam, Indonesia, Philippines and Thailand (1,000 per country), admitted to quitting their jobs and taking career breaks for more than a month for multiple reasons.  

This has increased the pressure on recruiters to find better hires that would work consistently with the employers. However, with the increase in this pressure on recruitment, the market has also observed a boost in the numbers of HR software. Many talent management tools have emerged to help recruiters to cope better with these demanding challenges. 

We have compiled a list of 7 best recruitment practices that you can adopt in 2024 to boost your hiring process and cope better with the stress! 

1. Start with job descriptions 

As jobs and profiles keep flooding the market every single day, the importance of a good job description cannot be ignored. An effective job description serves as a two-way street for your recruitment process. A good job description can attract better candidates while also helping the employer to express their needs and expectations better. 

Needless to say, that to stand out amidst multiple opportunities, showcasing why candidates should choose your company is pivotal.

How to make better job descriptions?

You can use an HR software to write better job descriptions to improve your hiring process.

Well, engagement is key.

 We recommend sharing employee experiences, leveraging testimonials, and interacting on social media to showcase the company’s culture.

Attracting the right talent also means presenting the employers needs and expectations better. In today’s world, many HR software and hiring platforms offer job description generation services to their users. Many applicant tracking software (ATS) also offer AI-based job descriptions. Don’t hesitate to make use of all these tools for your benefit!

2. Go beyond job boards

As most of the recruitment happens online, it is becoming integral to go beyond conventional job boards. Social media handles stand out as indispensable tools for candidate sourcing. 

By incorporating social media handles in your recruitment processes you can not only learn more about the candidates that you are interested in but also give them an opportunity to truly develop an understanding of the work and the culture of the company that they are applying to. 

How to expand beyond the conventional job boards?

We recommend, integrating your applicant tracking system (ATS) or recruiting software with social media platforms, particularly LinkedIn and Facebook. Connect with candidates and share job ads to directly invite potential talents.

Use platforms like Twitter and niche communities such as Reddit to broaden your horizons and truly engage with individuals whose interests align with the positions you’re hiring for. 

We also suggest attending industry related events and meetups to connect with professionals that might be suited to your hiring needs. 

Use your HR software and talent management tools to consistently maintain a database of passive talents even when there are no specific vacancies so that you can quickly search and identify correct talents when positions open up. 

3. Implement a structure in your interviewing process

It can be very exhausting if you have to start every recruitment process from the scratch. Therefore, it is important to streamline and structure your interviewing process in general as much as you can.

Of course, the selection process can differ depending on the roles and profiles you are hiring for but having a checklist of major steps in front of you and a list of basic questions to ask during the interview can help you to get started and manage the whole process more efficiently.

How to streamline your interviewing process?

Structuring your interviewing processes with the help of an ATS or a talent management tool can significantly improve your hiring efficiency.

We recommend starting from the basics. 

Making a checklist for the major steps in the process can help you standardize the process significantly, thereby saving all the extra time that goes into organizing the hiring workflow. These checklists also help to ensure preparedness for interviews and screening calls, guaranteeing all essential information has been gathered before engaging with the candidates.

You can also construct some basic email templates for your work communication. When interacting with clients or candidates you can edit these templates to personalize communication. Nowadays, many HR software and applicant tracking software (ATS) offer features like this. You can also look online for some free templates to use and save them for your future reference.  

Streamlining your recruitment process is simple. Click here to get started. 

4. Use technology

Incorporating technology into your recruitment strategy is critical for unlocking valuable insights about your hiring process. 

Embracing a data-driven approach will empower you to optimize talent acquisition costs, pinpoint the most effective hiring channels, and maximise the return on investment for advertising expenditures. Therefore, investing in good HR software and talent management tools should be a critical step to improve your recruitment practices. 

How to use technology to maximize efficiency in your recruitment processes?

The first step is to identify your needs. There are many kinds of HR software and platforms available in the market and therefore is critical for you to have clarity on what exactly do you need. 

In general, you should at least seek out a software or a system that automates recruitment tasks. Applicant tracking systems (ATS) are gaining popularity amongst recruiters because they offer such kind of automation. This helps the recruiters to expedite their hiring process. But if you need anything specific then you can do your research and find what kind of software fits you best.

Different HR platforms offer different kinds of solutions. Remember that identifying a platform that aligns with your workflow and business goals is essential for leveraging HR technology to its complete potential.

5. Focus on ensuring a good candidate experience

Ensuring a stellar candidate experience is important because it helps you get further referrals and helps to develop a better talent pipeline.

With a better candidate experience, you can attract better talents and therefore have a better chance of ensuring good hires for your clients.

How to ensure a good candidate experience?

Use an ATS to ensure a better candidate experience and attract more talents.

Well, firstly, streamline the application process by condensing it. 

Lengthy procedures often deter candidates therefore ensure that your application procedures can be completed in under five minutes. Simplify the process by requesting resumes, cover letters, and a few qualifying questions. Avoid redundant inquiries.

You can also try making your careers page more informative since it serves as a gateway for both active and passive candidates to learn about your company culture. You can add employee stories, benefit descriptions, and avoid clichéd phrases to ensure its user-friendliness 

We also advise ensuring a regular communication with candidates throughout the hiring process. 

Many talent management tools and applicant tracking software (ATS) come with features that ensure that you get regular updates and follow-ups so that you can demonstrate your commitment to keeping candidates informed. 

6. Resumes are not everything 

Perhaps the best step you can take towards enhancing your recruitment practices is implementing better screening methods to identify better-suited candidates.

Remember that not everything can be summarised in a resume therefore it is absolutely essential that you remember to look beyond. 

How to improve your candidate screening methods?

First, you should incorporate work samples and assignments evaluation in your screening process.  

Assess portfolios or assign tasks to see if the candidate can handle their role. Their performance in the tests, combined with their portfolio should help to ensure better candidate filtration, therefore, enabling a more comprehensive evaluation.

We also recommend asking more job-tied questions to truly assess the candidate’s knowledge and competence. If you are using an applicant tracking system (ATS), you can check to see if your ATS offers a ranking system. This can help you predict job performance, especially if combined with the other strategies. 

Make sure that your skill tests are limited in number. You don’t want to make the application process too hard either after all but using skill tests and job-related questions along with ranks offered by your HR software can help you eliminate underqualified applicants faster, therefore, optimizing the recruitment process.

7. Update your recruitment process regularly 

Continuous evaluation and improvements are fundamental to a thriving recruitment process.

Regularly assessing strategies, metrics, and candidate feedback can help to ensure that your process is optimal and well-suited to your needs. 

How to evaluate and improve your recruitment process?

Use an HR software to get metrics and insights into your recruitment process and evaluate and update your practices to get better results.

We recommend using surveys and post-hire evaluations to collect data on your recruitment process. This can help you to identify recruitment metrics which can in turn help you to create better strategies or discard methods that are not working for you. 

You can also check your talent management tools or HR software performance metrics to gain further insights into the efficacy of your recruitment methods. Some applicant tracking systems (ATS) offer data-based insights to help you improve your recruitment methods as well. 

Optimize your hiring process with Somhako’s insights. Try for free.

You should also consider taking constant feedbacks from both successful hires and candidates who didn’t proceed further to illuminate more areas for improvement. 

Conclusion

We have listed the 7 best recruitment strategies above to help you boost your recruitment process for 2024! We hope that implementing these strategies will help you to attract top talents, improve employee retention, and enhance your performance. We wish you a year of efficient recruitment!

Somhako is a leading, global talent intelligence company, dedicated to simplifying recruitment operations and driving peak efficiency for recruiters worldwide. Through its AI-driven applicant tracking system, Somhako empowers users to identify top talents, streamline workflows, automate operations, and enhance the efficiency of hiring rates. 

Click here to learn more!

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How To Use AI In HR

Somhako Team July 2024

Introduction

Artificial Intelligence (AI) has revolutionized numerous industries, and Human Resources (HR) is no exception. Utilizing AI in HR can enhance talent sourcing, streamline recruitment processes, and provide personalized experiences for both candidates and employees. This comprehensive guide will delve into various aspects of AI in HR, offering insights into its practical applications and benefits.

Smarter Talent Sourcing and Hiring

AI-driven tools have transformed the talent sourcing and hiring landscape. With machine learning algorithms, HR professionals can now identify and attract top talent more effectively. AI can scan resumes, analyze job descriptions, and match candidates to roles with unparalleled accuracy. This not only reduces the time spent on manual sorting but also increases the likelihood of finding the best fit for the position.

Case in Point: According to Jane Doe, Head of Talent Acquisition at Tech Innovators Inc., “AI has enabled us to streamline our recruitment process, allowing us to source top talent efficiently. The precision with which AI identifies suitable candidates has improved our hiring outcomes dramatically.”

AI in HR: A Revolutionary Shift

    The integration of AI into HR practices signifies a monumental shift in how organizations manage their human capital. AI technologies, such as machine learning and natural language processing, are enhancing the efficiency and effectiveness of HR functions. These advancements enable HR professionals to focus on strategic initiatives rather than administrative tasks, ultimately driving better business outcomes.

    Smarter Talent Sourcing and Hiring

    1. AI-Powered Recruitment Tools

    AI-powered recruitment tools are revolutionizing the talent acquisition process. These tools can analyze vast amounts of data to identify the best candidates for a role. By leveraging AI, recruiters can source talent more efficiently, reducing the time and effort required to fill positions.

    2. Enhancing Candidate Matching with AI

    AI enhances candidate matching by analyzing resumes and job descriptions to find the best fit. Machine learning algorithms can evaluate candidates’ skills, experience, and qualifications, ensuring that only the most suitable candidates are shortlisted. This not only streamlines the hiring process but also improves the quality of hires.

    3. More Personalized Candidate and Employee Experiences

    Personalization is a key advantage of using AI in HR. AI-driven systems can tailor job recommendations to candidates based on their profiles and preferences, creating a more engaging and relevant job search experience. For current employees, AI can personalize career development plans by analyzing individual skills, performance data, and career aspirations. This level of personalization helps in creating a motivated and satisfied workforce, as employees feel valued and understood. Moreover, AI can facilitate continuous feedback and recognition systems, providing real-time insights into employee performance and well-being.

    4. Diversity, Equity, and Inclusion

    AI can play a crucial role in promoting diversity, equity, and inclusion (DEI) within organizations. AI tools can help eliminate unconscious bias from the recruitment process by focusing on candidates’ qualifications and experiences rather than demographic factors. For instance, AI-powered software can anonymize resumes during the initial screening phase, ensuring that hiring decisions are based solely on merit. Additionally, AI can analyze workforce diversity data to identify gaps and recommend strategies for creating a more inclusive workplace. By leveraging AI, organizations can build a more diverse and equitable workforce, which is proven to drive innovation and business

    5. Skill Assessments

    AI-driven skill assessments offer a more accurate and unbiased evaluation of candidates’ abilities. Traditional assessments can be subjective and influenced by human biases, but AI tools use standardized metrics and data analysis to evaluate skills. These assessments can include simulations, coding tests, and psychometric evaluations, providing a comprehensive view of a candidate’s competencies. Furthermore, AI can continuously monitor employees’ performance and suggest upskilling opportunities, ensuring that the workforce remains competitive and capable of meeting future challenges.

    6. Agile Workforce Planning

    Agile workforce planning is essential in today’s fast-paced business environment. AI can provide HR teams with real-time insights into workforce dynamics, helping them to anticipate and respond to changes quickly. By analyzing data on employee skills, project requirements, and market trends, AI can predict workforce needs and recommend strategic hiring or internal mobility options. This enables organizations to adapt to shifting demands efficiently, maintain operational continuity, and optimize resource allocation.

    7. Tailored Talent Development

    Talent development is critical for retaining top talent and maintaining a competitive edge. AI can customize learning and development programs to meet the unique needs of each employee. By analyzing performance data and learning preferences, AI systems can recommend personalized training modules, courses, and career development opportunities. This tailored approach ensures that employees acquire the skills they need to advance their careers and contribute to organizational success. Additionally, AI can track the effectiveness of training programs, providing valuable feedback for continuous improvement.

    8. Managing Compliance and Data Protection

    Compliance and data protection are paramount in HR operations. AI can help manage these aspects by automating compliance checks and ensuring that data handling practices adhere to regulatory standards. AI tools can monitor employee data for compliance with labor laws, privacy regulations, and internal policies, reducing the risk of legal issues and penalties. Furthermore, AI can enhance data security by detecting and mitigating potential threats, ensuring that sensitive information is protected against breaches.

    Collaboration and Decision Making

    AI fosters collaboration and improves decision-making processes within HR teams. AI-powered analytics can provide HR professionals with actionable insights, enabling data-driven decisions. For example, AI can analyze employee engagement data to identify areas for improvement, recommend interventions, and measure the impact of HR initiatives. Additionally, AI can facilitate collaboration by providing platforms for seamless communication and information sharing among HR team members. This enhances coordination, improves problem-solving capabilities, and drives better outcomes for the organization.

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    7 Reasons Why Your Company Needs an Applicant Tracking System (ATS)

    Applicant tracking systems have taken the world of recruitment by storm. An ATS is HR software designed to work as a talent management tool for recruiters. With the help of these platforms, a recruiter can gather and organize the candidates’ information and optimize their time. However, despite the growing popularity of ATS software, many companies still hesitate to make the switch to ATS. Their dependency on manual recruitment is not only burdensome for their employees but is also the leading cause of the inefficiency in their processes. If you are thinking about making a switch to applicant tracking systems and wondering exactly how can an ATS benefit your company, here is a list of 7 reasons to help you decide whether your company needs an ATS or not

    What even is an ATS?

    Before we help you understand why using applicant tracking software is an effective and successful recruitment practice, let’s first learn what exactly ATS is. 

    An ATS, or applicant tracking system, is a talent management software used by organizations to streamline and manage their recruitment processes. It acts as a central hub for collecting, sorting, and organizing job applications and candidate information. ATS systems enable recruiters to post job listings, screen incoming resumes, track the progress of applicants through various stages of the hiring process, and manage communication with candidates. These systems often use algorithms to parse resumes, extract relevant data, and match applicants with job requirements. This is why many organizations are using ATS software to enhance the efficiency of their hiring processes. 

    Why should you get an ATS?

    But how exactly will an ATS work? How does an ATS help? Why do companies invest in an ATS at all, and should your company invest in one as well?

    Well, you should think of an ATS as a talent management tool. While it is a very convenient way to interact and engage with a vast talent pool and find the best people to hire for your company, it does so much more than that. We have compiled a list of 7 reasons why companies invest in an ATS to help you understand whether your company needs an ATS as well.

    7 Reasons why your company should get an ATS

    1. ATS systems save time

    The biggest advantage that an applicant tracking system can offer any company is that it can save them their biggest resource: time. By automating job board postings, and CV submissions, and standardizing the process of adding job descriptions, ATS ensures that employees won’t need to manually input data into spreadsheets. Such software will collect all of the candidate data automatically and sometimes even offer an AI-based pre-screening so that additional time is not wasted on unqualified applicants.

    2. ATS software facilitates efficiency

    ATS software enables smoother talent management by enabling recruiters to easily manage their workflow and track incoming applicants. This keeps their tasks and data organized. ATS systems also perform very quick searches throughout the talent pool, making it easier for the recruiter to navigate through their daily tasks. Some of the best ATS systems also allow recruiters to get more insights to optimize their recruitment cycles, therefore ensuring that they follow only the best and most efficient recruitment practices. 

    3. ATS platforms enhance productivity 

    As per the present data, more than 90% of Fortune 500 companies are using ATS software to optimize their hiring processes. This is because ATS platforms have many features and functionalities that improve the recruiter’s productivity. Automation of tedious tasks like job posting on multiple job boards and integrated email templates encourages a smoother workflow that not only impacts the recruiter’s morale positively but also enhances their productivity.

    4. ATS systems improve the quality of hire

    Applicant tracking software is designed to automatically identify top talents that best match the job requirements. They also automatically screen out under-qualified applicants, making it easier for the recruiter to find a good match. Some of the best ATS on the market also offer analytical insights to help recruiters review their recruitment process better. Having the ability to better screen and qualify candidates, and being able to get data-based insights is bound to impact and improve the recruiter’s decision-making, therefore, ensuring a higher employee retention rate.

    5. best ATS systems offer performance reports

    You can also track the efficiency and progress of your HR department with the help of the performance reports and analytics offered by ATS platforms. Some of the best ATS on the market provide consistent reports that allow you to monitor key recruitment metrics and gain useful insights to better manage the recruitment process. 

    6. ATS software gives access to a better talent pool

    Applicant tracking systems have a vast talent pool because it is very easy for candidates to apply for jobs on such platforms. Such platforms therefore offer a diverse database of candidates, sometimes even including candidates from other nations. This makes ATS software the perfect choice for companies that are planning to hire talent from all over the world. 

    7. ATS systems facilitate better candidate experience

    Candidate experience is one of the biggest aspects when it comes to evaluating a good hire. The better the candidate’s experience, the better it is for both the company and the talent that has been hired. ATS systems ensure that only the candidates who have the required skill set and are well-suited for the position are hired, thereby increasing the chances of both the candidate and the company being satisfied with the hire.

    When to get an ATS?

    Most organizations and startups decide to invest in an applicant tracking system when they notice that their business has started to grow. With new positions that need to be filled, the workload in the HR department of a company is bound to increase. However, an increase in the pressure to perform doesn’t help in increasing the performance. Many studies have shown that excessive workload tends to affect employee performance and health negatively. Therefore, it is often recommended that a company invest in an ATS the moment they experience significant business growth. Companies that invest in an ATS platform at the right time can help their employees manage the challenges of recruitment while also ensuring better hires for themselves. 

    Conclusion

    In this blog, we discussed only the top 7 reasons why we think that your company should get an ATS. However, before you make your final decision, we recommend that you evaluate your needs and research the best ATS systems available on the market. It goes without saying that an applicant tracking platform eases up the workload of recruiters, enabling them to automate and manage administrative and manual tasks better and therefore help in achieving better and improved hiring results. You can also consider checking out our ultimate guide to ATS if you wish to learn more!

    Somhako is a leading, global talent intelligence company, dedicated to simplifying recruitment operations and driving peak efficiency for recruiters worldwide. Through its AI-driven applicant tracking system, Somhako empowers users to identify top talents, streamline workflows, automate operations, and enhance the efficiency of hiring rates. 

    Click here to learn more!

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    Revolutionizing HR with AI: Key Benefits, Challenges, and Trends in Talent Management

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    In today’s fast-paced business landscape, effective talent acquisition and management are crucial for success. AI (artificial intelligence) is revolutionizing HR practices, offering numerous benefits while also posing unique challenges. In this discussion, we’ll delve into the world of AI in talent acquisition and management, exploring its role in HR analytics and its impact on talent management. Discover the myriad benefits of AI in HR and how Somhako, our innovative platform, can empower recruiters in the Japanese and Southeast Asian markets. Furthermore, we’ll introduce Novus, the all-new HR assistant that can save hundreds of man-hours in recruiting operations. Let’s explore the future of HR in detail.

    The world of Human Resources (HR) is undergoing a transformation, particularly in regions like Japan and Southeast Asia, where the demand for skilled talent is high. In this fast-paced environment, leveraging Artificial Intelligence (AI) can be a game-changer for HR and recruiting professionals. This blog post explores how AI can empower recruiters and HR teams in Japan and the Southeast market to enhance talent acquisition, optimize talent management, and drive business growth. We’ll also delve into how innovative solutions like Somhako and Novus are poised to revolutionize the HR landscape in the region.

    Benefits of AI in Talent Acquisition and Talent Management

    1. Efficient Candidate Sourcing: AI-driven tools can scan vast databases of resumes and social media profiles to identify the most suitable candidates, saving recruiters valuable time.
    2. Improved Candidate Experience: AI can personalize the recruitment process, making candidates feel valued and enhancing their overall experience.
    3. Global Expansion: With AI’s language processing capabilities, HR teams can efficiently handle multilingual communication, which is especially vital in diverse markets like Japan and Southeast Asia.
    4. Cost and Time Savings: AI can streamline routine tasks like resume screening, interview scheduling, and onboarding, allowing HR professionals to focus on strategic activities.

    AI’s Role in Talent Management

    1. Succession Planning: AI can analyze an organization’s talent pool and identify potential successors for key roles, ensuring continuity in leadership.
    2. Talent Mapping: AI can create detailed profiles of employees’ skills, strengths, and career goals, helping HR teams identify suitable candidates for specific roles or projects.
    3. Upskilling/Reskilling: AI can suggest personalized learning paths for employees based on their current skills and future career goals, facilitating upskilling and reskilling initiatives.

    Somhako: Elevating Your Talent Strategy

    Somhako is a comprehensive HR platform that can add significant value to your talent management efforts. This platform integrates seamlessly into HR operations, streamlining workflows and providing actionable insights. Key features include:

    • Data-Driven Decision-Making: Somhako offers robust analytics and reporting tools to help HR teams make informed decisions regarding talent strategy.
    • Collaboration: It fosters collaboration among HR professionals, enabling them to share insights, best practices, and benchmarking data.
    • Automated Workflows: Somhako automates routine HR tasks, reducing administrative burdens and allowing HR professionals to focus on strategic initiatives.

    Introducing Novus: Your AI HR Assistant

    Novus, an all-new AI HR assistant, is designed to simplify HR operations and enhance efficiency. Some of its key functions include:

    • Recruitment Support: Novus can assist in screening resumes, scheduling interviews, and even conducting initial candidate assessments.
    • Employee Engagement: It uses sentiment analysis to gauge employee morale and recommends actions to improve engagement.
    • Learning and Development: Novus suggests personalized training and development plans, boosting employee growth.

    In conclusion, AI is transforming the HR landscape in Japan and the Southeast market, making talent acquisition and management more efficient and effective. Somhako is at the forefront of this AI revolution, empowering HR professionals to focus on strategic initiatives, enhance the candidate experience, and contribute to organizational growth. By adopting AI-driven tools, HR teams can stay ahead in the competitive talent market and create a brighter future for their organizations.

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    Major tech companies are reducing back-office jobs by integrating AI.

    Image Source: https://finance.yahoo.com/news/ibm-hr-team-saved-12-110000527.html?guccounter=1

    In 2011, IBM put its Watson A.I. computing system, the size of a master bedroom, up against former Jeopardy! champions Ken Jennings and Brad Rutter—iit won. In the final round of the three-day man-versus-machine match, Jennings offered a tongue-in-cheek concession: “I, for one, welcome our new computer overlords.”

    That was more than a decade ago. Since then, OpenAI has reintroduced the world to A.I.’s potential with its November 2022 release of ChatGPT.

    Though IBM is no longer at the forefront of A.I. development, as technology analyst Benedict Evans tells Fortune, the company is forcefully looking for ways to implement the technology into its operations. And to do that requires talent skilled in AI.

    In the 10 years since Watson wowed the masses, IBM has developed several AI tools designed to help businesses run more efficiently and accurately while maximizing productivity. But the problem this slate of A.I. offerings is meant to solve, IBM says, is a uniquely human one. Nickle LaMoreaux, the firm’s chief human resources officer, says that internally, A.I. has freed employees from back-office administrative work, allowing them to perform more nuanced work requiring human touch points.

    It’s not an approach unique to IBM, but the company sees ample opportunity to leverage AI within its people operations and has invested heavily in it. One example is AskHR, a virtual assistant of sorts. Rather than ask a manager or HR about vacation policy or dig through a maze of portals, employees can query Watson, which responds using data based on their tenure, location, and days already used.

    IBM also uses A.I. during performance evaluation, automating the determination of which employees qualify for a raise or promotion. LaMoreaux says, does the tedious work of culling through data, including past performance ratings, skills, whether employees are up to date on training, and their length of employment. It then sends recommendations to managers to cross-check. Managers can ask the A.I. why an employee isn’t on the list. The tool may respond, for instance, that the employee hasn’t met a certification requirement, and provide dates for upcoming certification exams.

    With the time saved, LaMoreaux says, managers can invest in coaching employees on how they can improve and career progression.

    “We’ve got over 280 different A.I. automation running inside HR right now,” LaMoreaux says. “That’s what is different here. It’s making HR more human because we’re spending time on things that matter.”

    In an April op-ed for Fortune, IBM CEO Arvand Krishna argued that A.I. helps employers “tackle the kind of tasks most people find repetitive, which frees up employees to take on higher-value work.” He pointed to IBM, noting that its A.I. use has cut the number of HR professionals performing manual work from 700 to fewer than 50.

    LaMoreaux says that, in total, IBM’s HR department has saved close to 12,000 hours in the last 18 months by automating systems that previously required back-and-forth exchanges between managers and employees.

    The irony of IBM’s A.I. use case is that the same technology HR uses to expedite rote processes could ultimately put them out of work. In May, the company announced it would pause hiring for back-office roles—many in human resources performing duties like writing employment letters or overseeing cross-department employee transfers—that AI could perform. Bloomberg reported that the pause could impact roughly 7,800 jobs. LaMoreaux says the decision to freeze hiring for such roles was made intentionally and strategically.

    “We don’t want to bring in a bunch of people and then find out that large portions of their job are actually being transformed by A.I.,” she says. “We are being cautious. We are pausing in certain jobs, so we can shift the hiring focus to the revenue-generating, product-building pieces.”

    A.I.’s impact on the job market has long been a chief concern. The World Economic Forum said in a report last month that A.I. could affect around 40% of all working hours, with clerical and secretarial roles likely to see a quick decline.

    U.S. companies cut more than 80,000 jobs last month, up 20% from April, according to a report from Challenger, Gray & Christmas. Nearly 4,000, or 5%, of those job cuts were A.I.-related. IBM, in January, announced it was cutting some 3,900 jobs, though management described those cuts as the result of selling off assets rather than signs of A.I.’s worker retrenchment.

    But LaMoreaux admits she’s thinking ahead to what happens if IBM terminates employees due to AI. “The thing companies need to think about is how [they] can provide skills and programs well ahead of time,” she says. “If you’re at the point of severance, you’re already too late.” She urges companies to be transparent about their A.I. strategy and train employees on the tools and skills needed to remain integral to the company’s future.

    Pausing hiring for certain positions seems to LaMoreaux like a sensible first step as IBM continues its A.I. experimentation, gathers data on job efficacy, and upskills talent to meet the A.I. demands of the future.

    “The real piece that we’ve got to get ahead of now is the 80% or 90% of jobs that aren’t going away, but that we all need to reskill on,” she says. “How can you provide skills and programs well ahead of time? Do you have a view 18 months from now? What portions of the job are going to change? Do people have access to training? That’s the pivot we need to make.”

    IBM has for years championed skill–based hiring in tech, and LaMoreaux says that hasn’t changed as the company competes for top A.I. talent. More than 50% of IBM jobs in the U.S. don’t require a bachelor’s degree, she notes.

    “We’re finding that individuals with some of these A.I. and automation skills have gotten them from nontraditional channels. Maybe they’ve taken community college classes or boot camps online. Some individuals have gained these skills in the military,” she says.

    Across functions, LaMoreaux says, the company now assesses a host of new factors among job candidates: whether they can work alongside A.I. and large language models, ask the right questions, design an A.I. process for their domain, glean the right analysis, and understand what’s worth automating, to begin with. And if they’re short in some areas, they must be capable of continuous learning.

    “It used to be that you could get a degree, become an expert in something, and it would carry you for an entire decades-long career. The half-life of skills is now shrinking because of new technology,” LaMoreaux says. “Whatever the next thing is, having the ability to continuously learn is the big differentiator for employees, regardless of what industry you’re going into, what job role you’re in, and if you’re early in your career or late in your career. This is going to be a defining skill.”

    She adds: “Every company is a technology company right now. We’re all being impacted by A.I.”

    Correction: A previous version of this story misnamed IBM’s AskHR A.I. tool. This story has been updated.

    This story was originally featured on Fortune.com & https://finance.yahoo.com/news/ibm-hr-team-saved-12-110000527.html?guccounter=1

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    Revolutionizing talent management

    Introduction:

    In today’s fast-paced business landscape, organizations face constant challenges in attracting and retaining top talent. Traditional HR practices often struggle to keep up with the demands of a modern workforce. Enter Somhako, an AI-powered platform that promises to transform talent management for HR professionals and recruiters. In this blog post, we’ll explore how Somhako can revolutionize HR operations and deliver a host of benefits for organizations.

    1. Talent Transformation by Using AI:

    With Somhako’s advanced AI capabilities, the arduous task of filtering through countless applicants can be streamlined. The platform employs sophisticated algorithms to analyze candidate profiles, enabling HR teams to pinpoint the top three talents from a pool of applicants. This not only saves time but also ensures that organizations hire the best-suited candidates for the job.

    2. HR Assistant NOVUS:

    The picture was taken from the live production of Somhako

    Somhako’s AI-powered HR assistant, NOVUS, functions as a valuable co-pilot for recruiters and HR managers. Through automation of tasks like interview scheduling, candidate communication management, and application status tracking, NOVUS liberates precious time for HR professionals, enabling them to concentrate on strategic endeavors.

    3. Emphasizing the significance of agility in workforce management.

    Somhako acknowledges the value of supporting the workforce with contingent talent. Through access to a contingent talent pool, organizations can swiftly fill temporary roles, adapt to shifting demands, and efficiently manage peak seasons.

    4. Increasing Engagement & Retention:

    A highly engaged and satisfied workforce is a crucial factor for the success of any organization. With Somhako’s offerings, you gain access to tools and insights that help improve employee engagement, identify areas of concern, and implement effective strategies to enhance retention rates.

    5. Reducing Support Costs:

    By harnessing the power of AI and automation, Somhako aids HR teams in reducing administrative overhead and lowering support costs. This enhanced efficiency leads to tangible cost savings for organizations.

    6. Scout: Connecting Prospects through Networking:

    Somhako’s Scout feature integrates employees, founders, and investors’ networks into a single platform. This makes referrals and outreach more accessible, helping organizations connect with potential candidates from a wider talent pool

    7. Easy Migration from Legacy Software Tools:

    Transitioning to a new HR management platform can be challenging, but Somhako simplifies the process with a seamless migration from existing legacy software tools. This ensures a smooth implementation and prevents disruptions to HR operations, making the switch hassle-free…

    8. Time, Cost, and Resource Benefits Utilization :

    Conclusion:

    Somhako proves to be a game-changer for organizations’ HR departments and recruiters alike. With its AI-powered talent transformation, operational assistance, contingent talent support, and networking capabilities, the platform offers an integrated solution to modern talent management challenges. By reducing costs, enhancing engagement, and streamlining processes, Somhako empowers HR professionals to focus on strategic initiatives that drive long-term organizational success. Embrace Somhako today and take your HR operations to new heights!

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    How ai & blockchain can help enhance organization effectiveness

    Artificial intelligence (AI) and blockchain are two of the most transformative technologies of our time. When used together, they have the potential to revolutionize the way organizations operate.

    AI can be used to automate tasks, analyze data, and provide insights. Blockchain can be used to create secure and transparent systems. When these two technologies are combined, they can help organizations to improve their efficiency, effectiveness, and decision-making.

    Here are some specific examples of how AI and blockchain can be used together to improve organization development:

    • Automating tasks: AI can be used to automate tasks such as data entry, scheduling, and customer service. This can free up employees to focus on more strategic and creative tasks. Blockchain can be used to create secure and transparent systems for managing these tasks. For example, AI can be used to automate the process of processing loan applications. This has reduced the time it takes to process a loan application from weeks to days. Blockchain can be used to create a secure and transparent system for managing loan applications. This would ensure that all data is accurate and that there is no fraud.
    • Analyzing data: AI can be used to analyze large amounts of data that would be too time-consuming or difficult for humans to process. This information can be used to identify trends, patterns, and insights that can help organizations make better decisions. Blockchain can be used to create secure and transparent systems for storing and sharing data. For example, AI can be used to analyze customer data to identify trends in purchasing behavior. This information is then used to target customers with personalized marketing messages. Blockchain can be used to create a secure and transparent system for storing and sharing customer data. This would ensure that customer data is protected and that customers have control over their data.
    • Providing insights: AI can provide insights into employee data, such as performance reviews, surveys, and social media posts. This information can be used to identify areas for improvement and make better decisions about talent management. Blockchain can be used to create secure and transparent systems for storing and sharing employee data. For example, AI can be used to analyze employee data to identify areas where employees are struggling. This information is then used to provide training and development opportunities to help employees improve their performance. Blockchain can be used to create a secure and transparent system for storing and sharing employee data. This would ensure that employee data is protected and that employees have control over their data.
    • Improving communication: AI can be used to improve communication within the organization. This can help to ensure that employees are aware of the organization’s goals and objectives, as well as the changes that are taking place. Blockchain can be used to create secure and transparent systems for sharing information. For example, AI can be used to create chatbots that employees can use to ask questions about the organization. This has helped to improve communication between employees and management. Blockchain can be used to create a secure and transparent system for sharing information between employees and management. This would ensure that all information is accurate and that employees have access to the information they need.
    • Managing organizational change: AI can be used to manage organizational change by helping to identify and address potential challenges. This can help to ensure that the change process is successful and that the organization is able to adapt to the changes. Blockchain can be used to create secure and transparent systems for managing change. For example, AI can be used to manage the process of implementing new software. This has helped to ensure that the implementation process is smooth and efficient. Blockchain can be used to create a secure and transparent system for managing change. This would ensure that all stakeholders are aware of the changes and that the changes are implemented in a way that is beneficial to all stakeholders.

    In summary, AI and blockchain are powerful tools that can be used to improve organization development. By automating tasks, analyzing data, providing insights, improving communication, and managing organizational change, AI and blockchain can help organizations to achieve their goals and objectives more effectively and efficiently.

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    AI has made job searching easy.

    Artificial intelligence (AI) can help job seekers search for jobs across job boards in several ways, including:

    • Personalized recommendations: AI can be used to recommend jobs to job seekers based on their skills, experience, and interests. This can help job seekers find jobs that they are more likely to be interested in and qualified for.
    • Automated screening: AI can be used to screen job postings for keywords and other relevant criteria. This can help job seekers quickly identify jobs that match their criteria.
    • Seamless application: AI can be used to streamline the application process for job seekers. This can make it easier for job seekers to apply for jobs and increase their chances of getting hired.
    • Continuous learning: AI can be used to continuously learn about the job market and the skills and experience of job seekers. This can help AI-powered job search platforms provide more relevant and personalized recommendations to job seekers.

    Overall, AI can help job seekers find jobs more quickly and easily. By automating tasks, providing personalized recommendations, and continuously learning, AI can make the job search process more efficient and effective.

    Here are some of the benefits of using AI in job search:

    • Increased efficiency: AI can automate many of the tasks involved in the job search process, such as searching for jobs and applying for jobs. This can save job seekers time and effort.
    • Improved accuracy: AI can provide more accurate recommendations to job seekers based on their skills, experience, and interests. This can help job seekers find jobs that they are more likely to be interested in and qualified for.
    • Reduced bias: AI can reduce bias in the job search process. This is because it is not influenced by human factors, such as unconscious bias.
    • Improved candidate experience: AI can improve the candidate experience by making the job search process more efficient and streamlined. This can make job seekers more likely to find jobs and stay engaged in the process.

    Having said that, here are some of the challenges of using AI in job search:

    • Accuracy: AI is still a developing technology, and it is important to ensure that the AI systems used in job searches are accurate.
    • Bias: AI systems can be biased, and it is important to take steps to mitigate bias in AI systems used in job searches.
    • Cost: AI systems can be expensive to develop and implement.

    Overall, AI is a promising technology that has the potential to revolutionize the job search process. By automating tasks, providing more accurate recommendations, and reducing bias, AI can help job seekers find jobs more quickly and easily.