Applicant Tracking System

The Vendor is required to provide applicant tracking system (ATS) that effectively addresses the current and future recruitment needs.
- The platform should enable the creation of detailed candidate profiles, integrating information from initial applications and professional profiles such as LinkedIn and GitHub.
- Key features must include:
• A platform or portal where candidates can review a published job poster, and submit an application to that specific job requisition while including a cv, contact information, and any additional information that might be relevant for the hiring team
• ATS must provide a configurable end-to-end hiring workflows covering requisition, posting, screening, interviewing, and candidate progression allowing service to align each hiring stage with our internal processes and approval paths.
• Intuitive applicant categorization using tags and including notes fields, allowing for recruiters to include more information on a candidate when they appear in the ATS for data tracking purposes and optimizing the use of candidates for a variety of internal roles
• Distinct role timelines, where candidates can be moved manually across stages including:
• Application/sourced
• Phone screening
• Interviews
• References
• Offer
• Hired
• Candidate profile management tools, where recruiters can manually edit information related to the candidate’s status, contact information, cv and supporting documents
• Deployment and migration support; service must be able to introduce the existing data we have into the new tool using their internal team’s tech support
• Ability to grant a variety of different user accesses to better manage confidential information and can be granted upon the opening of a new job requisition in the ATS, including:
• Admin, recruiter access
• Hiring manager access
• Interviewer access
• Centralized communication where emails and interview invitations can be sent to the candidate’s desired email address directly from the ATS, which will allow a recruiter to have an overview as to what communication has been sent out globally for their hiring requisition
• Robust data analytics capabilities to identify trends and improve recruitment processes, including tracking data related to:
• Source of the candidate (job board, social media, pools, inventories, referral, etc.)
• Time to hire, the time between when the requisition was open to a candidate being hired o number of candidates at every stage of the recruitment process
• Reasons for rejecting candidates at every stage of the recruitment process
• Reasons a candidate gives for dropping out of the process
• Number of applications for a job requisition
• Time candidates remain in each stage, identifying where potential bottlenecks are.