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ATS365

ATS365 is a permanent recruitment tool that allows recruiters, employers and applicants to work in a more efficient and effective way.  Designed for either recruitment companies wanting to deliver an RPO or managed service, or for employers that want to deliver a central HR recruitment function, ATS365 simplifies the recruitment process.

Following the recruitment process above, the system allows you to create jobs using templates, ensuring as much information is entered into the specification as possible, as well as the ability to upload a video link to the job advert. Offering internal approval routes and PO management if required, the job is then automatically sent to a recruiter or in-house recruitment team to start working.

The site uses a single distribution page offering a multitude of advertising avenues, including a talent pool and once advertised, candidates are guided through a simple, efficient application process. Upon receipt of the application, the ATS will track the process, from initial screening through to offer being made.

 

Dashboard

A simple and effective dashboard  provides you with an easy way to manage your recruitment. The interface is tailored to the type of user e.g. hiring manager/recruiter, and using counters, the dashboard directs users to the next required action.

Reviewing candidates

All candidates are presented in a consistent format, allowing for easy comparison. The system provides information on the candidate, including location (helps drive localisation agendas), skill ratings, persona and a downloadable CV, all of which can assist you in making the right recruitment decision.

Talent Pool

For appropriate candidates that were not initially successful, details can be retained in the “Talent Pool”. When a job matching their skills is released, a message can be sent direct from the system asking them to apply, potentially reducing recruitment costs and improving time to hire.

Insight profile

ATS365 allows you to profile current employees, analyse profiles based on criteria such as length of service, money made etc. and then recruit against this. Using simple images to represent the profile it is simple for a manager to identify the qualities and characteristics they are looking for and compare this to the applicant.

Candidate experience

Candidates are driven through the application process, ensuring information is entered where mandatory and providing them with the ability to “stand out from the crowd”.  Completing an Insight profile, as well as uploading CV’s, supporting statements and a 30-second video to “sell themselves” are all features that improve the candidate experience.

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