Define: ATS

An ATS, or Applicant Tracking System, is a software application used by employers to manage and streamline their recruitment process. It helps automate tasks such as job posting, resume screening, and candidate communication.

No, there is no legal requirement for employers to use an ATS. However, many organisations choose to implement an ATS to improve efficiency and ensure compliance with hiring laws.

No, an ATS itself does not discriminate against candidates. However, if the system is programmed with biased criteria or if employers use it in a discriminatory manner, it can lead to discriminatory hiring practices, which is illegal.

Employers should regularly review and update their ATS to ensure it is compliant with equal employment opportunity laws. This includes removing any biased criteria, providing equal opportunities for all candidates, and maintaining proper documentation of the hiring process.

Yes, candidates have the right to request access to their personal data stored in an ATS. Employers should have a process in place to handle such requests and provide the requested information within a reasonable timeframe.

Yes, an ATS can be integrated with background check services to streamline the process. However, employers must comply with applicable laws, such as the Fair Credit Reporting Act, when conducting background checks and obtaining consent from candidates.

Yes, an ATS should have security measures in place to protect sensitive candidate information. Employers should ensure that the ATS provider has appropriate data protection measures, such as encryption and access controls, to safeguard candidate data.

Yes, an ATS can be used to track and manage employee onboarding processes. It can help automate tasks such as collecting new hire paperwork, scheduling orientation sessions, and tracking progress.

While an ATS primarily focuses on the recruitment process, some systems may have additional features to track and manage employee performance. However, employers should ensure they comply with privacy laws and obtain employee consent for any performance tracking beyond the recruitment phase.

Yes, an ATS can store resumes and applications for future job openings. This allows employers to build a talent pool and easily access candidate information when new positions become available. However, employers should inform candidates about their data retention policies and obtain consent for storing their information beyond the current application process.