The Future of Outdated Applicant Tracking Systems

Jeremy Staffing

Developing Lasting Staffing Software Solutions

Applicant Tracking Systems (ATS) are computer software components that organize recruitment information. They’re very similar to Customer Management Systems (CMS), except that they collect the names, contact information and details for employment candidates. They’re commonly part of a large company’s Human Resource Information System (HRIS) while others have moved to software as a service (SaaS) for their staffing software and applications. Unfortunately in recent years, recruiters have become increasingly dissatisfied with what these outdated programs offer compared to what is really needed.

Bridging the Gap Between Compliance and Recruitment Needs

Outdated ATS

One thing computers don’t have is a grasp of human relationships. In the future, this may change. For now, ATS do not have the ability to adequately match a person’s attitude, personality, and work habits to established company cultures. The ATS has become little more than a dreaded formality, clogging workflow and failing to streamline hiring and firing processes. Recruiters far and wide would love to see them tossed by the wayside, but what does the future really hold for hiring software? Recruiters have been utilizing other computer programs to manage their candidate data for awhile. CRMs in particular have been relied upon, though ATS still come into play when regulations call for it. Largely they wind up being dumping grounds for information no one is using while programmers develop updates and add-ons to these programs that meet the real needs of the hiring and firing committees. A big part of this problem is the rapid rate at which hiring processes are changing. Video interviews, for instance, have no place to be stored in many existing setups but they’re growing in popularity when it comes to finding the right man or woman for the job. All the same, to secure certain funding, companies must be able to prove they’re recruiting employees in accordance with the law. Using the ATS is the current standard for providing that proof. The question is whether programmers and recruiters can work together to build ATS options that are as helpful as they are necessary.

Necessary Changes to Outdated Recruiting Software

The biggest complaint programmers are running into is adaptability. Recruiters are tired of having to patch together ATS, HRIS, CRM and salesforce recruiting applications to create something that suits their needs. They need a simplified process that also supports both today’s hiring practices and can quickly change the trends of tomorrow. The entire realm of HR technology services needs to become more flexible and allow for easier data management and feature updating. Without it, the ATS really will become an outdated tool of the past and we’ll lose the potential for solving staffing problems quickly and efficiently with the help of software. Progressive companies have gotten a head start on these developments, but you don’t have to take their word for how well they work. See for yourself how today’s developments are meeting recruiting needs. Check out our New Recruiting and Staffing apps today!