Five Easy Steps for Interpreting Data From Your ATS

From candidate screening to post-hire procedures, there are many ways in which data can be used to better your staffing business. Investing in ATS software can be extremely beneficial to your recruiters’ success and productivity, and most importantly, your staffing firm’s bottom line. The key to using data effectively, however, is to understand what you should measure in terms of your recruitment and hiring processes. Here are five easy steps you can take to effectively interpret your ATS data:

Trace candidate sources.

Because ATS platforms are intended to streamline the recruitment process, it’s important to measure how efficient your ATS is in identifying candidates in the first place. Consider using your ATS data to trace back to where candidates found your job postings. Was it on a job board site? Facebook page? LinkedIn group? Evaluating where the majority of your top candidates come from is the first step to your recruiters becoming more productive and strategic.

Assess your recruiters’ workflow.

The nature of an ATS is to simplify the recruitment process so screening and hiring can be done as efficiently and effectively as possible. Therefore, your recruiters should be spending less time on administrative tasks, and more time on finding candidates who are a fit for their clients’ hiring needs. Requiring your recruiters to clock in and track their time on the ATS will help you assess areas of efficiency, as well as areas of workflow that could use more streamlining.

Evaluate hiring outcomes.

One of the most beneficial functions of an ATS platform is resume scanning and monitoring. While you should never rely solely on your ATS to find the best fit candidates, it’s important to track the percentage of resumes identified by the system that result in positive hiring outcomes. This will help you determine how many candidates you’ve been able to identify through your ATS’s resume scanning functionality.

Analyze recruiter performance.

Using your ATS system to analyze recruiter performance can be helpful in identifying areas of strength on your team, as well as discovering areas that need improvement. For example, you can track how many candidates were placed within a three-month period, as well as what types of jobs and industries they were placed in. This insight allows you to adjust your recruitment approach as needed, as well as providing you with insightful reporting data that can be shared with your clients on a regular basis.

Survey candidates during the post-hire process.

Understanding candidates’ experience throughout your recruitment process is critical for knowing how to make necessary changes. For example, did the candidate feel the hiring process took too long? Did they feel forgotten about or dismissed? Or, were these pleased with the efficiency of the process? Asking candidates these questions after they’re hired will give you valuable insight in to how well your ATS platform is enhancing the candidate experience.

By acquiring key data with the steps above, you can begin to make meaningful improvements to your hiring process and improve your staffing firm at large.

Do you want to start improving your staffing firm’s productivity and bottom line?

Get in touch with TrackerRMS, a lead cloud-based recruitment, applicant tracking and CRM software provider serving the needs of the recruitment industry.

CEO of Tracker for over 12 years with an overall 25+ years in business process, IT strategy, and management

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