German procedure
in the selection of personnel
What is ATS and why is it necessary for mass recruitment?
Approximate reading time: 6 min

In today's world, where technology and digitization are taking up more and more space in human life, the process of recruiting personnel is also not left behind. One of the key tools used by companies to automate and simplify this process is the ATS (Applicant Tracking System). In this article, we will discuss what ATS is and why it is so important for mass recruitment.
What is ATS?
ATS is software designed to automate the personnel selection process. The applicant tracking system helps organizations manage the recruitment process, from job posting to employee hiring. ATS provides tools for collecting and storing candidate resumes, automatic analysis and filtering of applications, as well as maintaining a history of interactions with candidates. In addition it organizes the workflow between the recruiter and all other parties involved in the recruiting process.
Why is ATS necessary for mass recruitment?
  1. Improved efficiency: ATS automates many routine tasks, such as sorting and filtering resumes, task management, scheduling interviews, and tracking candidate status. This allows HR professionals to focus on more important aspects of personnel selection, increasing the efficiency of the process.
  2. Time and resource savings: The applicant tracking system enables the processing of a large number of resumes quickly and accurately, reducing the time spent on personnel selection. This is especially relevant for mass recruitment, where organizations need to process and select thousands of applications quickly.
  3. Reduction of human error: During the personnel selection process, errors and miscalculations related to human factors are possible. ATS helps minimize such errors, providing a more objective and structured approach to candidate selection.
  4. Improved hiring quality: ATS provides in-depth analysis of candidates based on predefined criteria, allowing companies to find the most suitable employees for their vacancies. This improves the quality of hiring and reduces the risk of making the wrong candidate choice.
  5. Strengthening the company's brand: ATS facilitates the creation and maintenance of a positive image of the company among job seekers by providing the ability to automatically respond to candidate applications, save communication history, and provide feedback. This allows companies to show respect for each applicant and strengthen their reputation in the labor market.
  6. Compliance with legislation and regulatory requirements: ATS helps companies comply with legislative and regulatory requirements for the protection of candidates' personal data, simplifying the archiving and deletion of confidential information in accordance with laws and regulations.
  7. Analytics and reporting: Applicant tracking systems provide HR professionals with transparency about the recruiting process and statistics on the hiring process. This allows them to analyze the effectiveness of recruitment campaigns, identify weak spots, and make more informed decisions.
What is the difference between a normal ATS system and an ATS system specific for mass recruitment?
The difference between applicant tracking systems (ATS) for normal recruitment and mass recruitment lies in their functionality, which is focused on different goals and the specific nature of recruitment processes.

ATS for normal recruitment focuses on individual tracking and analysis of candidates for specific positions, typically with a high level of specialization or managerial functions. In contrast, systems for mass recruitment are aimed at optimizing the recruitment process for quickly hiring a large number of employees with similar job profiles in a short time.

In terms of individual approach, ATS for normal recruitment usually provide more opportunities, including detailed information about candidates and customizing selection stages for each position. In systems for mass recruitment, such features may be simplified, as the focus is on the speed and efficiency of the process. This also affects interactions with candidates, where systems for targeted recruitment provide recruiters with tools to facilitate communication and feedback, while in systems for mass recruitment, these features may be reduced or adapted to handle a large number of candidates.

Regarding communication among process participants within the company, ATS for normal recruitment may provide opportunities for close interaction with other company employees, including managers and experts. However, systems for mass recruitment streamline and simplify communication for recruiters and other participants, maximizing the automation of their interaction and coordination.

Both systems are designed to improve the personnel selection process but are aimed at different tasks and types of companies. The choice between them depends on the specifics and scale of a company's recruitment needs.
ATS is a powerful tool for mass recruitment, offering numerous benefits for companies and HR professionals. Using an applicant tracking system allows for the acceleration and optimization of the recruitment process, increased efficiency, reduced risk of errors, improved hiring quality, and strengthened company reputation in the labor market.

Implementing ATS in a company requires investment in the development or purchase of software, as well as training of employees. However, the results of this investment in the long term justify the resources spent. In today's competitive environment and the growing number of job vacancies, the use of ATS becomes an integral part of successful personnel selection.
Leave your information,
and we'll get back to you shortly!
If you have questions
By clicking the button, you agree to the personal data processing policy
All Rights are Reserved