The Game Changer: ATS in the Age of AI

Adwan
3 min readApr 14, 2023
Editorial Illustration by El Studio

As technology continues to evolve, artificial intelligence (AI) has become an increasingly prominent force in the market. One of the most significant developments in this era is the rise of Applicant Tracking Systems (ATS), which use AI algorithms to automate and streamline the recruitment process. In this article, we will explore the role of ATS in the current AI-driven trend and examine how this technology is transforming and also how we implement the ATS itself.

Decoding AI & ATS

I would like to address a common misconception that many people have about AI and ATS.

Let’s define these terms. AI stands for “Artificial Intelligence,” which refers to computer systems that can perform tasks that typically require human intelligence, such as recognizing speech, making decisions, and understanding natural language. ATS stands for “Applicant Tracking System,” which is a software system used by companies to manage and streamline their recruitment processes.

Many people believe that ATS and AI are the same things, but that’s not true. An ATS is a tool that helps companies screen job applications, but it’s not like a human brain. ATS works by following specific rules set by the company. Even though some ATS use some AI methods, such as analyzing resumes and matching candidates with job requirements, they are not genuine AI systems.

Understanding the difference between the two would be great to avoid confusion and ensure you are using the right terminology.

Behind The ATS

ATS (Applicant Tracking System) can be puzzling for job seekers and Talent Acquisition professionals who want to implement it.

From a candidate’s perspective, it can show the inner workings of Talent Acquisition, revealing what goes on behind the scenes. However, since it is an important part of Talent Acquisition, weighing the pros and cons of using an ATS is crucial.

Pros:

  • Streamlined recruiting process and manage large volumes of applications.
  • Tracking candidate demographics.
  • Collect and store data on candidates for future recruitment efforts.

Cons:

  • ATS can be expensive, which may not be feasible for small or medium-sized businesses.
  • Over-reliance on keywords, qualified candidates get excluded.
  • Different industries require different types of candidates, and not all of them may be tech-savvy.

The Irreplaceable Human

From my point of view, the human touch will always be a crucial aspect of the recruitment process, even in the AI era. While AI and automation can help talent acquisition streamline and optimize certain parts of the recruitment process, there are still aspects of recruitment that require a human touch.

Similarly, building relationships with candidates, managing employee retention, and creating a positive candidate experience all require a personal touch that can’t be replaced by technology.

Therefore, it is important to strike a balance between utilizing technology and preserving the human touch in recruitment. By doing so, talent acquisition can create a more effective and efficient recruitment process that still prioritizes human connection and understanding.

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