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10 Signs Your Applicant Tracking System is Stuck in the 90’s

Applicant tracking systems (ATS) were originally designed in the late 1990s to automate job seekers’ applications and for employers to track applicants. After leading corporate talent acquisition throughout my career, I know far too well that the ATS hasn’t evolved to meet the requirements for a competitive approach to recruiting today. As a result, many recruiting leaders have had to implement add-ons and modules to close the significant gap left by an outdated ATS.

Based on my experience, as well as networking with other recruiting leaders, here are 10 signs your ATS is stuck in the 90s and you should ditch it for something better. Like now:

1.  Candidate experience and drop-off rates

2.  Employee referrals and turning every employee in your company into a recruiter

3.  Your talent database of applicants, candidates and leads

4.  Interview and selection activities

5.  Reporting and analytics 

6.  Corporate career site and marketing

7.  Marketing and distributing your jobs

8.  Managing external recruiters

9.  LinkedIn as a sourcing and branding strategy

10.  CRM capabilities for sourcing and lead generation

This list is just the beginning of identifying pain points that recruiting teams face every day, just by using an outdated ATS. Your recruiting technology strategy shouldn’t include a patchwork of integrations and add-ons just because your ATS doesn’t meet your needs.

Every feature listed here already exists in the SmartRecruiters all-in-one Talent Acquisition Platform. Take a look for yourself to learn why recruiting teams are ditching the ATS for hiring success.