Many organisations are faced with a dilemma when choosing between an Applicant Tracking System (ATS) and a Customer Relationship Management (CRM) solution. Though they have different functions, both systems are made to make processes more efficient. Organisations can make better decisions if they are aware of these tools and how they are used in recruiting training.
What is an ATS?
An applicant tracking system (ATS) is an advanced technique used to manage the hiring process. From job posting to final selection, it assists organisations in attracting applicants. ATS technologies make it easier to schedule interviews, screen resumes, and communicate with candidates. Additionally, they centralise to guarantee compliance. An ATS is essentially a platform designed specifically to increase hiring efficiency.
What is a CRM?
CRM systems, on the other hand, concentrate on establishing and preserving connections with customers, leads, and clients. Talent acquisition teams use CRMs to build candidate pipelines during the hiring process. Even if there aren’t any job openings right now, the focus is on building relationships so that companies can interact with possible candidates for future positions. When it comes to handling active job applications, CRMs are more proactive, and ATSs are typically more reactive.
Which One Does Your Organisation Need?
Your company’s size, future recruiting objectives, and recruitment demands will all influence your decision between an ATS and CRM. Let’s examine some important elements:
High-Volume Recruitment:
An applicant tracking system (ATS) might expedite the hiring process if your business regularly hires for several positions at once. It enables recruiters to keep track of candidates while handling thousands of applications. In order to examine hiring patterns and make data-driven choices, an applicant tracking system (ATS) can also produce reports.
Building a Talent Pool:
A CRM could be more advantageous if your company prioritises long-prioritises by interacting with potential candidates over time. By making new relationships, CRM systems will make sure that you have a good list of qualified applicants ready for any new job opportunities. This strategy works best in fields with lengthy hiring cycles or trouble obtaining the proper expertise.
Nurturing Passive Candidates:
By interacting with prospects even when there are no open positions, a CRM can assist if your recruitment plan calls for enhancing employer branding or contacting passive candidates. You may develop prospective employees and make them future hires by communicating with them in a focused manner.
Recruitment Training:
For an organisation it is essential to train recruiters on how to use ATS or CRM solutions. Your team can learn how to use a CRM to create enduring relationships with candidates or use an applicant tracking system (ATS) to meet urgent hiring demands with the right training. The benefits of both methods can be optimised by a skilled recruitment team, guaranteeing that they align with more comprehensive talent acquisition plans.
Why Not Both?
By combining ATS and CRM technologies, many contemporary businesses are now taking a hybrid strategy. Recruitment training programs, for example, can help your team on how to use an applicant tracking system (ATS) to keep track of open positions and active candidates, and how to use a CRM to cultivate and interact with passive candidates for potential future recruiting requirements.
CRM can help you create a long-term recruitment plan, even when an ATS is necessary for daily hiring operations. Businesses can gain the desired growth and flexibility to adapt to the recruitment evolution.
Conclusion
Both ATS and CRM systems are essential for creating successful recruitment strategies in the cutthroat talent market of today. The choice between the two—or whether to use both—should be in line with the size, recruiting patterns, and long-term recruitment objectives of your company. Businesses may enable their HR teams to make the most of these tools and improve their talent acquisition efforts by offering sufficient recruitment training. So, whether you’re putting in continuous hiring efforts or building strong relationships with potential employees, the best work to put in is to evaluate your current and future hiring needs and choose an apt solution that suits your company’s objectives.
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