#atssystem

Your career blog is the door to enter into your organization for your candidates. Generally, candidates start searching for a job, they find a way to apply, they read the career blog, they fill up the application form but somehow, they do not submit their application.

The reason behind this situation is the lack of trust factor. If the candidate does not trust the company, he/she is not going to apply even after filling up the application form. Not only the trust, but there are so many metrics apply for making your career page stand out of the crowd.

Let’s discuss some of them in detail. So whenever you go for promoting your jobs on your website, you keep the eyes on these aspects that matter a lot. Here is the list of Top 6 Important Metrics of Your Career Blog.

Number of Visitors

Source of Visitors

Source if Applicants

Applicant Retention Rate

Conversion Rate

Bounce Rate

1. Number of Visitors:

You need to see how many users are visiting your career page per day / per month / per year. You can have a deep analysis out of these counts.

2. Source of Visitors:

It is very important to see which job board or promotion channel you are getting more visitors. Try to promote more on the channels that are providing you with more number of visitors.

3. Source of Applicants:

We don’t need just visitors. We need the real applicants that are actually willing to apply for the job. Try to maintain the counts with the bifurcation of visitors and actual applicants. After analysing this, you will surely get to know the lacking points of your career blog.

4. Applicant Retention Rate:

After receiving the application, you need to check how many candidates are actually interested in moving further into the processes. If you are getting the application, but no candidates are going for the interview, there is something missing - in your career blog!

5. Conversion Rate:

If you are making your candidates apply from an external source, like job board or social media. There is only a 50% chance of getting an irrelevant application. But if you look at the career page, i.e. open for all. So there is a huge chance of getting more number of irrelevant applications. So try to catch the real conversion rate.

6. Bounce Rate:

If you want to make your career blog interesting and get more applications through career page. Try to make it responsive and creative. Try to make it less bouncy for the candidates.

ATS System is a software used by the hiring manager and staffing agencies as it helps you to shortlist hundreds of resumes on the go.

It is used to cover all your hiring needs, saves time and helps the recruiting company to organize and navigate among the applicants.

It can be seen that one of the most painful areas for the recruiters and staffing agencies is to find better talent, shortlist them, make a call or send them a message and more. The all mentioned points or areas are the most time-consuming process that will drain your time, efforts and cost you high in hiring the candidates.

How do I optimize my stuff?

Well, the short answer is to use an Applicant Tracking System that is built to cover your all needs including the pain areas of the hiring managers and Hrs. The recruitment software provides you with a set of advanced features that are used to provide the flexibility to accomplish your activity.

The software is designed in such a way that it puts and accomplish each and every activity step by step on the go that helps to do the entire activity on time.

How can I choose the best ATS System?

Nowadays you can see hundreds of applicant tracking software are there in the market that is used by different company size.

There are many factors that will help you to choose the best ATS Software, here are the few ways:

   • Company size: Choose the tool as per your company size, there are many ATS System which covers the different size of business (small, mid and large).

   • Features: It may possible for the recruiters or hiring managers to use certain features, so before choosing the tool you need to do check-out those features which will help you out.

   • Customizable: There are rare tools available on the market that are capable to offer the customization as per your requirements.

   • Price: It is one of the most important parts where many of the recruiters reject the system that is much expensive, so the best option is to compare among several.

   • Customer supports: There is a chance you need the customer support immediately so that you can overcome from that part.

A Candidate Management Software is used to manage all your stuff related to candidates. Using this software you can make your work so easy as well as well organized. We can do a lot of processes which are included in recruiting flow automatically.

Let's see some of them in the list below.

As far as candidates are concerned, you need to be in constant touch with them. From the applying for the job to the onboarding of that particular candidate. A Recruiter has to deal with them via Email, Text Messages or Face-to-Face. So Candidate Management Software will help you to track back all your conversation with the candidates within the system.

If you are working as a mediator recruiter, and you recruit people for your clients, you need to track the progress of the process of recruiting. By using CMS System, you can use the client tracker module and have a sort of analytics of your ongoing recruitments and you can also check the completion of your work for that particular client.

This feature will help you to compare so many candidates at one time so you will find the exact matching candidates from lots of option. You can find and filter all of them according to your needs and preference at a moment.

Candidate Management Software uses the least human efforts. So there are mainly two benefits of this automation. First one is, if it is all done by a machine, it will be more accurate than a human, and it will take less iteration in case of any mistakes. The second benefit is again because it is a machine work, it will be more speedy. So it will consume the least estimated time.

This type of software also provides the reporting of a candidate. It is more like candidate feedback. This feedback will help you to shortlist them according to your preferences. This report will also help you to improve your search for a candidate for the related job. This workflow will go with Artificial Intelligence.

The ATS System @ismartrecruit allows you to check-out the Team Performance within the organization.

Search better candidate and hire a better talent pool with a customized ATS System- @ismartrecruit