Here’s Why You Should Use MyTalentValue Recruiting System

The simple answer is that using a system you are assured you quickly can find great candidates, easily
manage your recruiting campaign, and finally avoid making a costly hiring mistake or wase a ton of time
vetting candidates that are not qualified for the job and or are really just surfing the internet and not
serious at all to do what it takes to work at your company.

Recruiting is not an easy job it takes a lot of hard work and planning to get the job done. From sourcing
candidates to reviewing resumes and conducting interviews to keeping track of candidates along the way
can be overwhelming especially when multiple candidates are applying all at the same time.

In a recent article Indeed stated that when you’re hiring at scale “In fact, making one hire takes larger
companies an average of 94 candidates, and some roles double that. If your company has 100 jobs to fill,
that’s 94 candidates per job and 9,400 applications needed to be successful.”

The bottom line is that whether you only have 25 to 50 candidates it’s a difficult task to efficiently wade
through the recruiting workflow process and keep track of each candidate’s correspondence to determine
who is your best candidate and quickly engage them and vet them so you can ultimately make an
informed great hiring decision.

This is where MyTalentValue Applicant Tracking System or ATS comes in. What is an ATS? And how
does an ATS work?

Our ATS is a tool that enables you to track and measure each step of your recruitment process. The ATS
collects and stores information about your applicants, such as where they were sourced and which stage
of the application process, they are in.

When a candidate applies to a job, their information is uploaded to your ATS database. Typically, this
includes details like contact information, qualifications, and resume. You can use the system to review
resumes, send automated messages bu phone, SMS or email templates to candidates, schedule
interviews and much more.

Let’s say you’re recruiting for a graphic designer role. First, you create the job description, using your ATS
to automatically post on job sites and other outlets. As applications roll in, you search and sort new
applicants and past candidates — which have been saved in your ATS database — to create your initial
shortlist. Knowing this role requires graphic design skills, you create a search filter to find candidates with
this specific skill set.

Once you’ve created your shortlist, you set up ATS-automated emails inviting applicants to take an online
assessment. Not only does this automation save time but you are able to keep track of each candidate
touchpoint.

You can use the ATS to identify which candidates pass the initial screening phase and select blocks of
time for interviews. The ATS system features automatic scheduling tools and interfaces that allow
candidates to log in and select interview times, manage paperwork and view their status.

You notice that one promising candidate hasn’t selected an interview slot yet, so you make a note to
follow up. Because so many cumbersome manual tasks have been automated, you now have time to do
some research on this applicant and reach out in a personalized way.

As interviews progress, you can make notes and ratings for each candidate in the ATS, which you or a
member of your team can reference for their final selection. Now you’re ready to make an offer! You can
easily keep track of “Offer Progress” and document the process step by step. Once the offer is accepted
at the click of a mouse you order a background check and within no time at all your ready to review the
background check results and confirm the candidate is hired.

Why should I use an ATS in recruiting?

As the previous scenario illustrates, using a streamlined ATS in recruiting delivers many benefits:

It saves time. Not only does an ATS make your applicant pool easily accessible in an organized,
searchable database, it also includes features that automate manual tasks. This frees recruiters to spend
more time on high-value activities, like personalized outreach and relationship-building.

It helps you recruit more effectively. Collaborating and communicating with your talent organization is
easier with a centralized applicant tracking system. Robust analytics show your hiring team which
sources are most fruitful, how long applicants take to move through the pipeline and other insightful
metrics that can make your recruiting process even more effective.

It improves the candidate experience. An ATS allows you to stay on top of each applicant’s position in the
recruitment process. This tracking minimizes the “black hole” — when candidates don’t hear back from
employers. CRM tools, a key component of your ATS, help recruiters follow up in a timely manner and
build relationships with clients.

How do I know which ATS is right for me?
With so many options available in the market, selecting the best ATS for your company can feel
overwhelming. Where to start?

Understanding the ins and outs of your own hiring process — including your pain points — is an important
step in determining which features and capabilities will work best for your team. Make sure the solutions
you choose can easily integrate with your HR tech stack (such as your HRIS and payroll systems) and
determine what ATS investments realistically align with your recruiting budget.

Once you’ve selected the right ATS for you, an applicant tracking system becomes an important tool in
managing your candidate pipeline so you can quickly and effectively find your next great hire.