ATS has come a long way.

Back in 90s, HR departments were drowning in the see of paper – newspaper clippings, file cabinets, and rolladecks were the closest things we had to an ATS.

Luckily for us, technology has evolved since then.

First ATS were introduced, focusing primarily on compliance.

While it was a big step forward, Recruiters were still posting their job openings manually and combing through resumes for hours. The number of unprocessed applications grew.

The industry responded with a slew of add-ons and plugins for sourcing, matching, screening, parsing – you name it. While addressing a problem in isolation, they create a disjointed technology stack when systems fail to communicate with each other.

Valuable data on candidates slips through the cracks and they become disengaged.

So what’s the next step for an ATS?

Tracking applicants in their hiring process isn’t enough. It’s about engaging them from the moment they come across your job posting until the offer. Think of a system to supply that as a hybrid between an ATS and a CRM.

Applicants now have the benefit of the choice, due to the low unemployment rate. Unless you provide them with a positive hiring experience, they will think twice about your offer.  

How do you keep you applicants interested and engaged?