Applicant Tracking System in India | Top ATS Software

1. If you have the Applicant Tracking System installed, you probably already know the value of hiring to buy. We believe it is important to take the time to look at the wider market so that you can fully understand the implications of the decisions you are making.
2. The workforce is changing. The employer no longer has control over all the information. Candidates today are smarter than ever and can investigate everything from company salaries to light meal choices before stepping into the office. They are also very connected and are not afraid to share their opinions with their network, especially when they have a negative experience. In short, creating a great candidate experience should be one of your employers' top priorities. The human resources department is also changing.
3. I've heard countless CEOs say that talent is the company's greatest asset, and talent acquisition and people operations received notes. To prove to leaders that these departments are more than just service functions, they are the driving force behind organizational change, they need to gain data and insight.
4. You need to understand if recruitment metrics are most important and communicate that information to your leadership team on a regular basis. According to Deloitte's Bersin, US companies are up 7% year-over-year in hiring, and costs per hiring are up 20%.
5. The US Department of Labor estimates that Misher's costs can be as high as 30% of an employee's first year income. Successful employment is not only a personnel issue, but also a business issue. Buyer's Guide for Applicant Tracking Systems 3 Many software solutions consider recruitment to be a chore.
6. You need to get out of the way as soon as possible so that you can focus on other things. We wanted to make it as easy as possible for companies to implement recruitment best practices, so we incorporated them into our products. By creating a structured recruitment framework, recruiters can easily work with recruitment managers and everyone involved in the recruitment process can understand exactly what their role is and why.
7. Streamlined reports and insights, identified inefficiencies, and streamlined the process. And with built-in visualization reports and analytics, sharing real-time status updates has never been easier. There has never been a more exciting time in the world of work, but the changes haven't been so rapid. We will help you become the engine of change in your organization.

1. Are you using Excel or other spreadsheets for your recruiting needs? It's time to leave the spreadsheet. Excel and other spreadsheet solutions are certainly useful, but they aren't designed to meet the needs of your employer. As a result, they often lose time and potential business in the long run and lack the ability to grow as their business grows.
2. Applicant Tracking System in India automates enterprise recruitment and staffing processes and provides a central repository of candidate data such as resumes and applications.  Applicant Tracking System TS is designed to better manage each phase of the hiring process, from application to hiring, while increasing overall efficiency.
3. The state-of-the-art applicant tracking system handles all repetitive tasks, from job listings and career pages to candidate screening and interview management.  Whether you're buying your first Applicant Tracking System or upgrading to a more powerful system, your quest for new technology always starts with one big question. Set aside your immediate recruitment challenges for a moment to think about your company's long-term dreams.
4. Wherever you want to go, you need great people to take you there. We work with hundreds of companies each year, and organizations that procure the best candidates are considering hiring an important part of their work for everyone, from office managers to CEOs. The place. You may already have a strong hiring culture in your company, but most companies struggle with it.
5. Fortunately, with the right ATS, you can easily harness the power of co-recruitment so that all employees can contribute to the success of your company.
6. An Applicant Tracking System (ATS) assists businesses in organizing candidates for hiring and recruitment. Companies can use these systems to collect information, manage prospects based on experience and skill set, and filter applicants. More than 90% of Fortune 500 companies use an applicant tracking system. While these systems are great for storing candidate information, the best applicant tracking system in india can track all interactions with candidates. 

• Independent recruiters 
• Staffing firms
• Executive search firms Large enterprises 
• Small and medium-sized businesses (SMB) 

1. Typically, the applicant tracking software is managed by the human resources department or a hiring manager.

1. Applicant Tracking System is more important than ever to manage the situation of the applicant-centric workforce. Improve your workflow to be efficient at all stages of a candidate's life cycle and reduce recruiter effort at every step.
2. The ATS makes it easier to find and search for candidates, eliminates time-consuming and repetitive manual work, improves the candidate's experience, and allows recruiters to make better decisions. Most importantly, you can allocate a lot of time. Recruiters and 94% of recruiters say that ATS or recruitment software has a positive impact on the recruitment process. Eighty-six percent of recruiters say they use the Applicant Tracking System helped them hire faster.  78% also confirmed that the quality of the candidates they hired also improved.
3. Over 98% of Fortune 500 companies use Applicant Tracking Systems (ATS). Small businesses can save up to $ 10,000 on ATS. Today, companies of all sizes are investing in applicant tracking systems to better manage end-to-end recruiter workflows, as well as applicant databases. Here, are some quick benefits of using an ATS:

• An ATS is a long-term investment that both grows your business and grows with your business.
• An ATS will automate otherwise manual tasks, giving your hiring team more time to focus on your candidates.
• Want happier candidates? An ATS will improve your candidate experience.
• A good applicant tracking system in India will track all of your firm’s communication history with a candidate.
• Applicant Tracking System allows you to measure, analyze, and improve your employer branding strategies.

1. As you work out how much you can invest in your new ATS, put the cost in the context of how much you’re currently spending on recruiting. If you’re already paying for job ads, agencies, internal recruiters, and interviewers’ time and salaries, the applicant tracking system will be a fraction of your overall recruitment budget. Don’t worry about investing a few dollars more in a system that will make a meaningful difference.
2. In general, spending more on an ATS will:

• Allow interviewers to give more comprehensive feedback on candidates
• Give you more pre-packaged reports on your hiring pipeline
• Provide more reports to track the effectiveness of your sources
• Streamline hiring tasks
• Allow you to structure your interviews
• Integrate more aspects of the hiring process
• Provide better support from the software’s vendor
• Improve your recruiting performance All of which will ultimately speed up your hiring and ensure you’re offering the job to the right person. Even the prevention of a few bad hires can pay for an ATS several times over

1. Whether you’re buying for your first ATS or looking for a more powerful online applicant tracking system, the search for any new technology always starts with a big question: What are your recruiting challenges and needs?
2. To get you started, here is a list of most recruiting pain points:

• Responses to job advertising that are of poor quality
• Employees aren't interested in recommending applicants.
• Employees aren't posting job openings on their social media pages.
• There is no convenient way for candidates to apply, and there is no mechanism to measure the quality and efficiency of sourcing.
• There is no intelligence system in place to track possible future candidates.
• A shabby career page and a convoluted application process
• System for scheduling interviews is ineffective.
• Decisions/offers are not properly documented.
• Screening and processing of resumes by hand
• There are no recruiting metrics or comprehensive statistics available.
• Getting suffocated by papers and spreadsheets
• There isn't enough time to respond to each application individually.
• Posting job openings to several job boards manually
• The interviewing procedure must be improved.
• Questionnaires or exams for pre-screening

1. Identifying your pain points is an important first step in the applicant tracking system(ATS) selection process. Here’s a quick checklist to determine your specific needs:

• Step 1: Examine your hiring procedure.

1. Make a list of the steps in your recruiting process.
2. How often do you carry out these procedures?
3. Do you utilise any third-party tools, such as job boards or social media, in your job search?

• Step 2: Figure out what you're missing right now.

1. What are your most vexing problems?
2. When it comes to hiring, where does your team spend the most time?
3. What other things would you like to see?

• Step 3: Make a wishlist in ATS.

1. What would your ideal ATS entail?
2. Which qualities are essential, and which are merely nice-to-haves?
3. Share this list with potential ATS suppliers so they can better understand your requirements.

• Step 4: Who should have access to the ATS?

1. How many individuals will be required to use the system?
2. Which employees in your company should have access?

• Step 5: Make a financial plan.

1. How much money do you have set aside for an applicant tracking system?
2. Keep in mind any budget you may want to set aside for future integrations as your company expands.
3. Do you already pay for job postings or staffing agencies?

We recommend keeping the following points in mind during your evaluation process:

1. Easy job posting to multiple sites 
2. Centralized applicant data storage 
3. Automated email responses
4. Pre-installed communication channels
5. Capabilities for messaging
6. Screening applications for potential matches
7. Organizing interviews
8. Career page hosting
9. Job distribution
10. Sorting and receiving applications
11. Resume storage
12. Collaboration with colleagues
13. Schedulers for interviews and messages
14. Tools for onboarding
15. Social sharing

• Automatic data collection

1. The average recruiter spends less than half the time working with candidates and generating revenue. Instead, most of their day is consumed by manual management tasks.  The best applicant tracking system automatically records all recruitment and recruitment activities for your company.
2. This allows you to spend time on other tasks, such as finding candidates and fostering relationships. Consider Fitbit as the most famous example. All activity is automatically captured during the day's journey without you having to enter anything. Then use that data to provide insights and help you reach your fitness goals.  It works the same with the ATS.
3. Your company's recruiting activities, including communication with candidates, are automatically recorded so you can better understand your company without spending valuable time manually entering your details. increase.

• Predictive intelligence

1. You can manage your contacts via email or spreadsheets, but these solutions are purely for data storage. With predictive intelligence, ATS responds proactively to candidates.  Predictive intelligence identifies problems before recruiters escalate, so you don't get caught up in unfortunate candidates. This will help you make wise decisions in your time, for example. B. Prioritize the accounts that need the most attention and reach candidates who are proficient in rehiring.
2. Recruiters aren’t the only ones on their phones. Candidates increasingly prefer to be contacted by text message. Look for an ATS with options for Short Messaging Service (SMS) to send texts to candidates directly from your ATS.

• Safety

1. Client records contain a large amount of data about you, your candidates, and your clients. When a database is compromised, the reputation of the company can be compromised. Look for an ATS provider with an extraordinary security reputation. Providers must make ongoing efforts to ensure security by encrypting data transmissions and limiting the amount of personal data that can be collected.

• Flexibility

1. The best applicant tracking systems are designed with the needs of the dispatching company in mind, but there is no solution that is perfectly tailored to the specific needs of the company. And your needs will evolve as your business grows.
2. Find an ATS that can grow with you and adapt to your needs. Choose an ATS that supports an open application programming interface (API) so that you can customize it for your workflow.

• Integration

1. There are three important integrations to consider here. Email: Are you using Gmail or Outlook? And do you use your email for everything? If so, look for an ATS that integrates with these major email providers.
2. Email integration allows you to view your email inbox directly in ATS. You also need to be able to easily analyze your resume, add notes, and create new tasks and appointments from your client's email. Job Board: The job board integration allows you to post job information, search for candidates, add candidates directly, and track metrics all from ATS.
3. They save time and simplify otherwise time-consuming processes. LinkedIn: Look for ATS that integrates seamlessly with LinkedIn. This streamlines recruiter workflows, reduces clicks, and keeps LinkedIn candidate information up-to-date. Save time spent navigating between windows and adding suggestions that already exist in the database.

• Report

1. It can be difficult for companies to get basic/secrets information about recruitment. ATS needs to provide built-in reports that put everyone at the forefront of the hiring process. At a basic level, this provides a complete picture of all candidates considered for work, including phone screen results, interviews, takeaway tests, already made denials or offers, along with an overview of employment. Means to do upcoming activities.

• Save Time

1. An ATS Software reduces administrative tasks, allowing recruiters to focus on more critical studies. 

• Improve Review Process

1. Applicant Tracking Systems provide recruitment teams with simple tools to automate screening, filtering, and ranking candidates.

• Improve Application Process

1. It enables applicants to apply quickly and easily because it provides a step-by-step guide to all candidates, from presenting the role itself to attaching resumes, portfolios, and other additional documents.

• Provide Improved Reporting

1. ATS can assist in determining the efficiency of the recruiting software India process, identifying which source of hire is providing the best candidates, and keeping management up to date on candidate pipelines.

• Employee Onboarding at Streamline

1. If a candidate accepts an offer, you can automatically guide to the process of onboarding. Utilize the system to ensure that all paperwork is completed and the scheduling of first meetings, setting up for IT service, and much more!

• Your new employee's virtual assistant

1. A hire portal with a username and password provides an encrypted portal that allows your new employees to access the relevant information and view the entire list of tasks given to them.

• Eliminate all paperwork for employee onboarding

1. It is easy to assign all the paperwork for a new employee, such as federal and state tax forms and health plans, employee manuals, videos for training and more. Let the new employee fill out and sign all documents online.

• Improve Communication and Reducing Friction

1. Don't have to hunt down interviewers to make appointments or collect feedback. Don't stress about notifying applicants. Give status updates to management. Let the ATS take care of it!

• The pricing structure of the system

A potential ATS buyer should be aware of the following pricing structures:

1. Monthly subscription fee based on user count.
2. Monthly subscription fee based on the number of employees on the company's payroll.
3. Pricing is determined by job openings, resumes, or applicants.
4. A flat subscription fee is charged regardless of the number of users, employees, or job openings.

• How will the system assist you in attracting potential candidates?

1. Not every applicant tracking system will assist you with recruitment. As an example, Are your ideal candidates on LinkedIn? If so, you'll need to find a plan that integrates LinkedIn job postings. According to a recent Software Advice survey, job candidates believe that frequent communication contributes to a better candidate experience throughout the recruitment process.

• Features that you require

1. It would be best to look for the most recent ATS functionality to aid your hiring efforts. However, if you do not believe you will use all of the capabilities that a particular system offers, then scale back a little. 

• Support offered by a vendor

1. Software implementation and utilization do not always go as planned. One central question is whether it is located in the United States or abroad. Consider these four questions to help you find the best ATS for your practice.

• The usability 

1. The usability of your applicant tracking system is vitally important to anyone who works inside the ATS. Employee Monitoring Software will help and external applicants will also utilize it from hiring managers, recruiters, and interviewers. It includes almost everyone at your organization, as well as those who would like to one day be employed there.
2. An intuitive system can mean a significant difference in a program that affects results and users are hesitant to use. In addition to your HR team (who manages the system most times), Users will be given very little instruction Be wary of systems with a long learning curve.

• Customer Support

1. Be sure that the vendor is prepared and can provide their product by providing accessible support for customers, including technical support and non. Remember that you are the client regardless of how complicated the support process appears. For example, do configuration changes require an experienced product expert? Will support agents be in a different time zone? Always available? Chat or email, telephone, as well as social networks?
2. Certain larger, more complicated systems might require in-house support or, at a minimum, someone within the IT department assigned to ATS management. Smaller companies, on the contrary, might prefer using a cloud-based service and a small, well-established group of support agents.

• Career Site Management

1. A system for tracking applicants is used to control the candidate experience. Consider how your system represents your image, and think about the options available to change and update the information to deliver the correct messages. Check that your applicant tracking system in India offers the ability to swiftly and efficiently modify the job listings on your website and provide hyperlinks to social media sites such as well-known job websites such as Indeed, Glassdoor, or CareerBuilder.

Naturally, the objectives and expectations will differ from one company to the next, but there are some price ranges for an applicant tracking system(ATS) that you can consider depending on the size of your business:

• Small Business:

1. A small operation, defined as having fewer than 100 employees, will likely have minimal hiring needs and be cost-conscious. Paying per user or vacancy makes the most sense in this case, and systems with that pricing model would cost between $20 and USD 2500 per month.

• Medium-Sized business:

1. If the company has 100-500 employees, paying per user makes sense if only the hiring managers and a few key stakeholders require access to the tool. 

• Large business:

1. The price will be more sensitive to the features required to accommodate the existing hiring processes with a larger company. The same is true for must-have integrations. 

• Enterprise:

1. Finally, for companies with more than 5,000 employees, a multi-year contract with a flat rate is most likely the best option. But, again, a budget for this would most likely exceed $125,000.

• Businesses size using Application Tracking System software:

1. 98% of Fortune 500 companies and at least 66% of large companies use the Application Tracking System. Adoption among small companies is lower, but it is rapidly increasing. Last year, 35% of small businesses were estimated to be using ATS. 

• Market Trends on ATS Software:

1. The applicant tracking system market is expected to grow at a CAGR of 7.3 per cent over the forecast period of 2021-2026. Businesses can use these systems online to collect and analyze applicant data at various levels, depending on their recruitment needs. The system can also post job openings on a company's website or in a job feed, screen resumes, and invite shortlisted candidates to interviews via email.

• The scope of the ATS:

1. A system for tracking applicants is key to creating a streamlined recruiting environment. The market scope measures various options and services utilized by different end-user verticals like IT & BFSI, telecommunications retail, healthcare and more. The report also analyses the effect of COVID-19 on the entire market ecosystem. In the scope of the study, the existing landscape of technology providers is included, consisting of the major players in the market.

While applicant tracking systems have initially been designed to manage job applications, modern systems can be the tools that assist you in developing an effective recruitment process in a competitive market. ATSs now enable teams to attract, engage, and nurture candidates rather than simply storing their data.

1. Have an idea of what you want out of an ATS before looking at feature sets. Invest the time on the front end building out your ideal feature list, and determine which features matter the most to your business. Questions to ask yourself include:

• How many individuals do we need to hire on a monthly or annual basis?
• What is the length of our interview/screening process?
• Do we want to focus on both passive and active job seekers while recruiting?
• What types of reports do we need to be able to produce?
• Is there anyone else in your company who needs to approve your purchase of an ATS?
• Find out what matters to other people who have a say in the ultimate choice if there are any. What characteristics or abilities have an effect on their roles?
• When transitioning to the new ATS, what are the most significant changes that recruiters and managers will notice?
• What kind of assistance and training would be most helpful to your end users?
• What is the procedure for transferring data from your legacy systems to their ATS? (Ask how easy it is to move data off their platform as well, if you want to consider long term.)
• Are there any training materials provided by the vendor?
• How adaptable is the training support?  
• When it comes to implementation and data migration, how long does it usually take?