Applicant Tracking Systems (ATS) have become essential tools in modern recruitment. Whether you’re hiring at scale or trying to streamline your candidate pipeline, an ATS helps employers manage job postings, filter resumes, and track applicants through every stage of the hiring process. But while the benefits are significant, many teams still encounter frustrating challenges that can impact hiring outcomes.
In this post, we’ll walk through the advantages of using an ATS, explore common issues employers face, and look at what the future of applicant tracking systems holds for recruiters.
What Is an Applicant Tracking System (ATS)?
An Applicant Tracking System is software that automates and organizes the hiring process. From parsing resumes to scheduling interviews, an ATS acts as a centralized hub for recruitment efforts. It saves time, improves collaboration between hiring teams, and ensures compliance by documenting every step of the process.
With the right ATS, recruiters can:
- Post jobs across multiple platforms with one click
- Filter and rank candidates based on skills and qualifications
- Track progress and communication for each applicant
- Collaborate with team members in real time
- Generate reports to analyze recruitment metrics
But while these systems offer great advantages, they’re not always plug-and-play.
Common ATS Challenges (And How to Overcome Them)
Despite their usefulness, ATS problems can arise — especially if the system isn’t customized to your team’s needs or if it lacks the features needed to handle your hiring volume. Here are some of the top issues employers face and tips for overcoming them:
1. Poor Candidate Experience
Many job seekers abandon applications due to clunky or overly complex forms. Make sure your ATS allows for a mobile-friendly, streamlined application process and doesn’t require unnecessary steps that discourage applicants.
2. Inaccurate Resume Parsing
One of the biggest complaints from recruiters is that strong candidates are missed because of flawed resume parsing. Ensure your ATS uses up-to-date parsing technology and allows manual review to catch top talent that might otherwise be filtered out.
3. Lack of Customization
Not every hiring workflow looks the same. An inflexible ATS can slow your process. Look for systems that allow you to customize stages, scoring criteria, and communications so your team can move quickly and efficiently.
4. Integration Issues
If your ATS doesn’t integrate with your existing HR tech stack (such as background screening, assessments, or onboarding tools) it creates more work. Choose a system that plays well with the platforms you already use. For example, Talroo is a vendor with many seamless ATS integrations and is compatible with most common platforms – and adds more every quarter.
5. Limited Reporting and Analytics
Without data, it’s hard to improve. Some ATS platforms offer minimal insights into sourcing, time-to-hire, or candidate drop-off rates. Invest in a system with robust reporting to optimize every stage of your funnel.
Making the Most of Your ATS
To unlock the full potential of your ATS, take time to evaluate your hiring goals and workflows. Get input from your recruiters and hiring managers to understand what’s working and what’s not. Also, don’t forget training. Even the best platform is only effective if your team knows how to use it.
And if your ATS is creating more friction than it solves, it might be time to switch providers. Look for a platform that’s scalable, easy to use, and constantly improving.
Related: What to Consider When Upgrading Your ATS Software
The Future of ATS: What’s Next?
Applicant tracking systems are evolving fast. From AI-powered screening to automated scheduling and personalized candidate outreach, the next generation of ATS platforms promises smarter, more intuitive tools for employers and job seekers alike.
Curious about what’s ahead? Explore the future of ATS and emerging recruitment technologies.
An ATS can be a game-changer for your hiring process if it’s implemented thoughtfully and used effectively. By understanding both the benefits and potential challenges, your team can take a more strategic approach to talent acquisition and stay ahead in a competitive hiring market.
