5 Ways Healthcare Recruiters Can Benefit from an ATS

5 Ways Healthcare Recruiters Can Benefit from an ATS
Marketing Manager

As the recruiting landscape continues to evolve and shift with increasing demands, healthcare recruiters are searching for ways to attract and manage their top candidates. Utilizing an effective applicant tracking system (ATS) not only aids in the monotonous task of managing the influx of applicants, but also positions your organization as a leader in a very competitive market.

According to Aberdeen Group, companies that have a formal candidate relationship management solution (CRM) along with their ATS are 40 percent more likely to be “best in class” and are more successful in building and maintaining relationships with active and passive candidates.

Applicant tracking systems come with many advantages. If you’re currently looking for ways to streamline your recruitment process and not sure if it’s right for you, here are 5 reasons to consider implementing an ATS at your organization.

1. Streamlines Hiring Process

An effective ATS allows you and your team to seamlessly exchange reports internally with built-in workflow and notifications during the hiring process. It alleviates the pain of tedious processes, such as manual data entry and spreadsheets, which eliminates wasted time and provides a pleasant and smoother experience for both you and your candidates. Tracking and reporting on hundreds or even thousands of applicants every year can be cumbersome, so employing an ATS helps you organize resumes more systematically and efficiently—enabling your team to focus on other HR and recruitment initiatives.

2. Attracts Top Talent

Attracting the right talent to your organization is key to reducing costly turnover rates and maximizing productivity. Leveraging the latest technology, specialized job boards and social media outlets help engage tech-savvy star performers. Of the social media outlets, LinkedIn is the most noteworthy, with over 365 million registered members worldwide. An effective ATS allows candidates to review your company information, look at job descriptions, and apply from their smartphones and tablets (43% have used their mobile device to look for a job). By integrating features like LinkedIn into your ATS, applicants can apply in fewer steps, contributing to a more rewarding candidate experience.

3. Speeds Up Process

Robust systems help organizations reduce the length of their hiring process by automating repetitive tasks such as screening resumes, scheduling interviews and ranking and scoring the best-fit for your company. It also ensures candidates records are continuously updated and available to recruiters throughout the entire recruiting pipeline. In a highly competitive environment such as healthcare, shortening your hiring process can help you meet your goals while providing a better experience for candidates.

4. Offers Customized Reports & Analytics

Adopting a modern system gives you the convenience of tracking your data with reports customized to your organization’s specific goals. They can additionally monitor productivity and even measure Return On Investment (ROI) to ensure your recruitment dollars are being well spent and allocated to effective methods. It allows your team to make more informed decisions based on meaningful data rather than on instinct or impulse—ensuring fair hiring practices throughout the entire recruitment process. With the right data, you can make better decisions, prioritize which positions should be filled, and improve your hiring and recruiting processes over time.

5. Ensures Compliance

Employment discrimination is a costly term all employers want to avoid when recruiting new talent. Any company can be sued if a candidate feels they were unjustly ruled out because they fell into a protected class. According to Jobscience, in order to verify that you’re in compliance and dispute any discrimination claims, you must keep data on areas spelled out by law. An ATS can help minimize your organization’s risks and correct any compliance issues.

Jobscience recommends standardizing job-posting templates for recurring positions and having pre-sets for minimum bona fide occupational qualifications, which enables your ATS to automatically discard any resumes that don’t meet qualifications—helping your healthcare organization avoid any discriminatory or non-compliant hiring practices. Additionally, organizing a standardized list of interview questions as well as questions to avoid can help those involved in the subsequent hiring stages avoid asking inappropriate questions. Last, but not least, prepare a template of reasons to choose from for candidates who don’t qualify for the job. Having appropriate options available to choose from should increase compliance and fair hiring practices.

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