• Gaurang Bansal

I am an HR, Is it okay to not use an Applicant Tracking System (ATS)?

Chief Human Resource Officers (CHRO) are now synonymously known to be the Chief Heart Officer (CHO). An HR department who is responsible to create a vibrant culture within the organisation makes it right from step one - recruitments, by

“hiring the right person for the right job!!”

Expert:- The hiring ratio of organisations often varies between 1:5 to 1:50.

Panel:- What does it mean?

Expert:- The number of hired candidates over the number of job applications received.

Panel:- So does that mean if an organisation is planning to hire 10 candidates, there will be around 500 job applications.

Expert:- Yes, In fact, the number of job applications can be even much more depending on the Brand of the company, package offered, the abundance of available skill sets. But this also means that an organisation has to manage 500 applications for just 1 vacancy.

Panel:- What is the best way to manage this process?

Expert:- ATS (applicant tracking system)

Panel:- What is an ATS, how does it help?

Expert:- An ideal ATS should allow HR to manage multiple vacancies, Manage all the communications with the candidates. Captures the status of the individual application, captures the feedback, and helps make well-informed decisions.

Furthermore, it should also manage the history of the candidate's application with the organisation for future reference.

Panel:- Do you recommend any cost-effective solution for this?

Expert:- Yes - HRingly.

It has all the features and it is Free as well till certain limits every month.

It is absolutely necessary for a HR to start using an ATS as soon as they plan to grow their team beyond 10 employees. Let me also list other benefits of using an ATS.

Benefits of using an ATS

1. Quick data mining -

An ATS collects and stores all the CVs and job applications. A recruiter is able to sort it with multiple filters and replace the need for maintaining lengthy Excel sheets.

2. No more manual process -

ATS practically eliminates 80% of the manual tasks of a recruiter.

3. Saves time -

Since ATS records the various data systematically, It saves more than 50% time of a recruiter for the current vacancy.

4. History of Applicant:-

Often a candidate applies with an organisation more than once in its lifetime. But with an ATS, a recruiter knows all the history and status of the last application of that candidate. A recruiter hence is able to make better decisions.

5. Interview Feedback:-

An ATS should be able to capture the interview feedbacks

6. Making Job Offers:-

it is always great to have a single channel of communication and send offers to selected candidates from the ATS.

7. Quality hiring -

When the recruiters have enough time to focus on the candidate, it results in the quality hiring in less time.

8. Mobile-Friendly -

ATS should also be mobile supportive for both recruiters and candidates.

9. Automated reports -

Automatic report generation is one of the most attractive features of an ATS, Ideally, a recruiter should not even generate it, they should schedule it and it should be generated automatically.

10. Manages Candidate-Employer relations -

When everything closes within the time, then the HRs are able to update the candidates about the interview, results in avoiding frustration among candidates often observed with a long recruitment process. It helps in strengthening the Candidates-Employer relations.

HRingly ( is an innovative tool, which covers all the above functionalities of an ATS and many more features.

If the reader is looking for more options for an ATS, the Author recommends to go through the article below and pick the most suitable application for their organisation.

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