5 Things Technology Companies Need From Their ATS

By SImon
on Tuesday, December 18, 2018

 

The need for highly skilled tech employees is rapidly increasing; unfortunately, it's also increasingly difficult to find those skilled employees. The skills gap is already impacting many sectors, including technology. Research predicts that the technology, media, and telecommunication industries could be short by more than 1.1 million skilled workers globally by 2020.

These tight labor conditions make it imperative that technology companies have applicant tracking systems (ATS) that support their talent needs with five critical capabilities:

1. Source Candidates from around the globe

With the tech labor pool rapidly shrinking by 2020, your ATS needs to be able to look everywhere to source the talent you need. Tapping today’s breakthrough technologies, companies can speed up the hiring process, finding the right candidates faster and hiring them before someone else can. You have to be able to find candidates—wherever they are in the world—before they come to you, and maybe even before they even know they might be interested in a job change. The right tech can give you the confidence that you have the right pool of talent.

2. Verify Candidate Capabilities

Once you’ve found the talent, you need an ATS with capabilities to vet candidate capabilities and expertise. This is when tools such as QJumpers’ Global Search and Match—powered by artificial intelligence (AI) and fully embedded into the ATS—can assist by matching candidates to job descriptions. With the power of AI, Global Search and Match automatically discovers expertise by combining information from users’ publicly available web activity against 6 million topics to discover expertise to 93 percent accuracy.

3. Capture Qualified Candidate Information in One Place

With the right ATS, you’ll be able to not only review, share, and contact candidates but also use that data when a candidate becomes an employee. You want an ATS that will automatically upload and integrate the new employee’s data into your HR information system. For the candidates who aren't hired, you want an ATS that makes it possible for you to store applicants for future positions and share them for other relevant jobs within the company. 

4. Maintain a Positive Company Image

Tech workers want to work for a company that uses up-to-date technology. An ATS that enables recruiters and hiring managers to effectively respond and communicate with candidates at every stage of the hiring process keeps those difficult-to-find high tech candidates interested in your company and may distinguish you from your competitors. Your technology should support applicants in having a hassle-free application experience.

5. Promote Partnerships, not Divisions

When considering ATS platforms, user experience and collaboration between recruiters and hiring managers should remain a key driver in platform selection.  The right system allows the delegation of tasks and incorporates roles so that everyone who needs information has it and can provide input as necessary. By making information available, the right people are able to make the best hiring decisions and get the hard-to-find tech talent up and running to support the business.

The best strategy to compete for high tech talent is to find an ATS that allows your organization to maximize recruitment efforts. With the right system and efficient processes in place, you can source and verify talent capabilities, store data for future openings, maintain a positive image of your company, and promote internal partnerships. In this way, an ATS powered by AI supports the high tech talent you need and improve the quality of the employees you ultimately hire.

Watch a Quick Demo Video

The need for highly skilled tech employees is rapidly increasing; unfortunately, it's also increasingly difficult to find those skilled employees. The skills gap is already impacting many sectors, including technology. Research predicts that the technology, media, and telecommunication industries could be short by more than 1.1 million skilled workers globally by 2020.