Because technological advancement in the recruitment industry is accelerating, the ATS system has gained global recognition. The Applicant monitoring system has become a necessity for the tech-savvy recruiter of the twenty-first century. With an HR candidate tracking system, organizations can streamline the hiring process to instantaneously attract, identify, and hire the most qualified candidates. Hiring the best candidate without utilizing Applicant Tracking Software and new recruitment techniques is nearly impossible, particularly for the passive skill of not actively seeking employment.

Even though applicant monitoring systems offer numerous benefits to recruiters, there are disadvantages associated with ATS that must be considered during the implementation process. In this blog, we will examine the pros and cons of an Applicant tracking system that must be considered before integrating the solution into your business to avoid unforeseen problems in the future.

Pros of Applicant Tracking Systems for Employers

ATS is associated with numerous advantages. Let's examine specific benefits:

Simplify The Sorting of CVs

Today's job market is highly competitive, and internet advertisements quickly disseminate the word. Thus, organizations frequently receive tens of thousands of CVs and applicants in response to their advertisements. One of the most significant benefits of an applicant monitoring system is that it can expedite the CV sorting process so that HR personnel do not have to spend weeks going through each one. They are set up to look for certain things in a CV, which determines whether it goes in the "yes" or "no" pile.

Reduce Costs And Time

ATS is primarily intended to save time and money for the organization. By automating the process, HR personnel must complete less documentation, saving time and reducing administrative costs. Additionally, the Applicant tracking system reduces advertising costs by autonomously posting job-related ads to job sites. ATS saves both time and money in this manner.

Posts Positions On Several Job Boards

Companies spend significant portions of their recruiting budgets on paid subscriptions to job boards such as LinkedIn, Indeed, Monster, etc., to attract the most qualified candidates. While finding better candidates through these popular job boards is simple, it can be costly and time-consuming to manage multiple job boards, and there needs to be data that can tell you where your top candidates are coming from.

Good ATS integrates with multiple job boards, such as LinkedIn, Indeed, and ZipRecruiter, allowing businesses to post jobs and monitor applications through these job boards from a single platform. Additionally, the ATS drastically reduces the cost of employment because you only need to pay for one ATS instead of five different job boards. Consequently, ATS enables you to post on multiple job boards for free.

Cons of Applicant Tracking Systems for Employers

You are now aware of the advantages of an applicant monitoring system. Let's go on and talk about the negative aspects of the same.

Inaccurate and Untrustworthy

Applicant monitoring Systems can occasionally be erroneous and unreliable, which is one of their major disadvantages. ATS may reject resumes for illegitimate reasons, such as a scanner's inability to read them correctly. There is also the possibility that the system will reject a resume if it is more complicated than others. That is not only unfair to the applicant but also ineffective for the organization.

Poor Keyword Choice Loses Qualified Candidates

Because ATS is automated, some businesses may undervalue its potential and lose out on qualified candidates. Most applicant tracking systems (ATS) make use of AI to classify candidate applications using algorithms that look for predetermined keywords within the applications. Because they require candidates to include a particular set of keywords in their job applications, ATS runs the risk of eliminating highly qualified candidates.

A Learning Curve Exists

When we learn something new, there is always a learning phase. Consequently, the HR team must invest valuable time to ensure your workforce is entirely qualified before utilizing the ATS in the hiring process. If you move from a legacy system to a modern one, this learning period can be prolonged. Team members who prefer to do things the old way or lack time to learn a new method may object to your modifications.

The Bottom Line

Using applicant monitoring systems has advantages and disadvantages, as with any technology. They can reduce administrative work and save organizations time and money, but they might also miss opportunities to hire qualified applicants. If you are considering using an applicant monitoring system to assist with recruitment. In that case, we strongly advise weighing the pros and cons to determine if it is the best choice for your company.