ATS
ATS (Applicant Tracking System) is a software tool that helps companies manage their hiring process. Think of it as a digital filing cabinet that organizes all job applications. When someone applies for a job, their resume goes into the ATS, which helps recruiters sort, search, and track candidates throughout the hiring process. Popular ATS systems include Workday, iCIMS, and Greenhouse. It's important for recruiters to understand ATS because it's the main tool they use daily, and they often need to explain to hiring managers how to use it or to candidates how to make their resumes "ATS-friendly."
Examples in Resumes
Managed recruitment process for 200+ positions using ATS and Applicant Tracking System
Trained hiring managers on proper use of ATS for candidate review and feedback
Implemented new Applicant Tracking System resulting in 40% faster time-to-hire
Typical job title: "ATS Administrators"
Also try searching for:
Where to Find ATS Administrators
Online Communities
Professional Networks
Learning Resources
Example Interview Questions
Senior Level Questions
Q: How would you implement an ATS system across multiple departments with different hiring needs?
Expected Answer: Should discuss change management, stakeholder communication, training programs, and how to customize the ATS for different department requirements while maintaining consistency in the overall hiring process.
Q: How do you measure the success of an ATS implementation?
Expected Answer: Should mention key metrics like time-to-hire, cost-per-hire, user adoption rates, hiring manager satisfaction, and candidate experience scores. Should also discuss how to gather and analyze this data.
Mid Level Questions
Q: How do you ensure compliance when using an ATS?
Expected Answer: Should discuss EEOC requirements, data retention policies, candidate privacy, and how to use the ATS to generate compliance reports and maintain proper documentation.
Q: What steps would you take to improve candidate experience in the ATS?
Expected Answer: Should discuss application process optimization, communication templates, automated updates, mobile accessibility, and gathering candidate feedback.
Junior Level Questions
Q: What are the basic functions of an ATS?
Expected Answer: Should explain posting jobs, receiving applications, screening resumes, moving candidates through stages, and basic reporting capabilities.
Q: How do you help hiring managers use the ATS effectively?
Expected Answer: Should discuss basic training approaches, creating user guides, showing how to review candidates, and providing support for common issues.
Experience Level Indicators
Junior (0-2 years)
- Basic ATS navigation and data entry
- Job posting creation and management
- Resume screening and candidate communication
- Basic reporting and tracking
Mid (2-5 years)
- ATS configuration and customization
- Training development and delivery
- Process improvement and automation
- Compliance monitoring and reporting
Senior (5+ years)
- ATS strategy and implementation
- System integration management
- Vendor relationship management
- Cross-functional team leadership
Red Flags to Watch For
- No knowledge of basic HR compliance requirements
- Lack of experience with recruitment processes
- Poor communication or training skills
- No understanding of recruitment metrics and reporting
Need more hiring wisdom? Check these out...
How to Choose the Right AI-Powered ATS for Your Company
Automated Scorecards in ATS Systems: Your Secret Weapon for Smarter Hiring Decisions
A Beginner's Guide to Implementing an Applicant Tracking System
