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How ATS simplifies the recruitment process

How ATS simplifies the recruitment process

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Mary Clare Novak
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September 26, 2019
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4 min read
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The fate of a business rests in the hands of a recruiter.

Dramatic, I know. But not necessarily wrong.

Recruiters are responsible for bringing in the best talent possible to an organization. Because there are so many moving parts to recruiting—scheduling, interviewing, communicating— recruiters can significantly lighten their workload with applicant tracking systems.

An applicant tracking system (ATS) is a software that helps businesses automate the recruiting process to make it more efficient. Doing so saves time, money, and energy of recruiters.

Benefits of ATS

ATS can offer a variety of benefits to recruiters, and therefore, the businesses they are finding talent for.

  1. Reduced administrative tasks
  2. Higher quality hires
  3. Engaged candidates
  4. Ensured compliance
  5. Access to data
  6. Easy tracking of applicants

Let’s take a closer look at some of the benefits that a streamlined and automated recruiting process, provided by ATS, can bring to your business’ hiring process.

Reduces administrative tasks

One of the main reasons businesses use an ATS is to help boost productivity by reducing the amount of administrative work that a recruiting position calls for. With the help of an ATS, recruiters can refocus their efforts on the quality of candidates, as opposed to the process of hiring them. Tedious tasks like posting jobs online, screening resumes, and scheduling interviews can all be made easier with ATS.

Picks out high quality hires

This benefit directly correlates from the one mentioned above. When recruiters use applicant tracking systems, a lot of their tasks are either completely taken care of or made a lot easier. This helps recruiters focus on their main goal: bringing qualified, talented, and motivated new hires to their company.

ATS has filtering- and skill-matching capabilities, meaning it can skim through the resumes that have been submitted, and pull out the most qualified candidates to then pass along to the recruiter for review.

Engages candidates

Applicant tracking systems don’t only make the hiring process a win for recruiters, but they also make it pleasant for applicants.

The hiring process alone can deter an applicant from moving forward with your business. In fact, 60% of job seekers will stop filling out an application because they didn’t enjoy the process. ATS will help your business optimize the hiring process to make it gratifying for applicants, not a chore.

Ensures compliance

Applicant tracking systems are specifically designed to stay compliant throughout the entire hiring process.

The software structures your hiring practices in a way that is in accordance with rules and regulations that forbid discrimination against a certain group of candidates. Compliance is key while hiring, and ATS can help you avoid lawsuits, fines, and a potentially negative image for your brand.

Provides access to helpful data

In addition to finding the best candidates for your company, ATS can also help recruiters determine how well their current recruiting system is working.

Applicant tracking systems produce data that show the overall success of hiring efforts. Different tools will offer different metrics, but some examples include the success of the sourcing initiative and how long it takes for a new hire to become productive. Recruiters can proactively use this data to ensure their hiring process is running as smoothly and efficiently as possible.

Makes communication easy

Applicant tracking systems help the communication aspect of hiring in more ways than one.

First, it makes communicating with candidates a lot easier. A designated tool will help keep your inbox from overflowing. ATS can also help recruiters communicate with job search websites, giving the job posting more exposure to potential candidates, and making their application process a lot simpler.

Who uses ATS?

The competition of the current job market is not slowing down any time soon. This can be overwhelming for two audiences: human resources departments and staffing agencies.

Human resources managers can use ATS throughout their entire hiring process. Not only can it automate mundane tasks like posting positions to job boards and resume parsing, but it can also screen candidates, run background checks, and integrate new hires with your human resources management system.

Staffing agencies also benefit from the capabilities of ATS. They are constantly under pressure to fill positions as quickly as possible without sacrificing the quality of the candidate. ATS can help them reach out to many candidates at once, parse through resumes and use skill-based candidate matching, and establish relationships with clients.

Signs you need ATS

When presented with a new software solution, the common thought of a lot of business owners is, “Why fix what isn’t broken?”

Yes, your current recruiting process might be working just fine, but there might be time and resources you are wasting by not using the right tools.

Here are some signs that your business is ready to invest in an ATS:

  1. You don’t have a place to store candidate contact information.
  2. You have a lot of different applications open while working on the hiring process.
  3. You have received feedback that your application process is less than ideal.
  4. You have to manually insert a new hire into your HR system.
  5. You lose track of candidate profiles.
  6. You miss out on great candidates because you don’t communicate with them fast enough.
  7. You can’t see a candidate’s progress.
  8. You struggle to get team members to submit feedback on candidates.
  9. You repeat detail after detail when communicating with candidates.
  10. You have no record of what is good or bad about your recruiting process because no record exists.
If those situations apply to you, it is time to invest in an ATS.

How to find the best ATS for your business

With every category of software, you are going to be presented with endless options. And while all products in the ATS category are meant to simplify your business’s recruiting and hiring process, different tools offer different features. Choose the wrong one, and you could be wasting money on a complicated tool you don’t need or missing out on a feature that will further automate your recruiting process.

Here’s how you can make sure you choose the right ATS for your business.

  • Review your process: Take a good look at your current recruiting and hiring process. Document step by step how you typically go about bringing people in, track their process, and communicate with candidates. Pick out what your business does really well.
  • Ask what your current process is lacking: Now think bigger. Identify your biggest pain points and think of a potential solution for resolving them. Pick out areas where time is often wasted and process is the most frustrating.
  • Make a list of what you want: Now, with all of those potential solutions in mind, think of an ideal ATS for your business. Ideate some specific features that would make your recruiting process as simple and efficient as possible. Differentiate between must-haves and nice-to-haves.

Do some research and find a product that suits your business’ needs or contact a representative from a potential provider so they can find something that works for you.

Simplify hiring with ATS

Applicant tracking systems take a big weight off the shoulders of recruiters. Not only does it leave room for them to focus their time on finding quality hires, but it also offers organizational benefits that make the process a lot easier to manage.

By integrating a skill based assessment solution with your ATS, you can create an efficient channel to streamline your technical recruitment workflow. Post jobs on the ATS, set up assessments to invite candidates, generate and share detailed candidate reports with your team. The advantage is that you can streamline your recruitment process from the ATS interface without switching back and forth between the two platforms.

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Author
Mary Clare Novak
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September 26, 2019
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4 min read
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A New Era of Code

Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.

From Machine Language to Natural Language

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The Promise and the Pitfalls

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AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.​

The Economic Impact

The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation.​
Seizing the Opportunity

Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.

This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.​

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

Guide to Conducting Successful System Design Interviews in 2025

What is Systems Design?Systems Design is an all encompassing term which encapsulates both frontend and backend components harmonized to define the overall architecture of a product.Designing robust and scalable systems requires a deep understanding of application, architecture and their underlying components like networks, data, interfaces and modules.Systems Design, in its...

What is Systems Design?

Systems Design is an all encompassing term which encapsulates both frontend and backend components harmonized to define the overall architecture of a product.

Designing robust and scalable systems requires a deep understanding of application, architecture and their underlying components like networks, data, interfaces and modules.

Systems Design, in its essence, is a blueprint of how software and applications should work to meet specific goals. The multi-dimensional nature of this discipline makes it open-ended – as there is no single one-size-fits-all solution to a system design problem.

What is a System Design Interview?

Conducting a System Design interview requires recruiters to take an unconventional approach and look beyond right or wrong answers. Recruiters should aim for evaluating a candidate’s ‘systemic thinking’ skills across three key aspects:

How they navigate technical complexity and navigate uncertainty
How they meet expectations of scale, security and speed
How they focus on the bigger picture without losing sight of details

This assessment of the end-to-end thought process and a holistic approach to problem-solving is what the interview should focus on.

What are some common topics for a System Design Interview

System design interview questions are free-form and exploratory in nature where there is no right or best answer to a specific problem statement. Here are some common questions:

How would you approach the design of a social media app or video app?

What are some ways to design a search engine or a ticketing system?

How would you design an API for a payment gateway?

What are some trade-offs and constraints you will consider while designing systems?

What is your rationale for taking a particular approach to problem solving?

Usually, interviewers base the questions depending on the organization, its goals, key competitors and a candidate’s experience level.

For senior roles, the questions tend to focus on assessing the computational thinking, decision making and reasoning ability of a candidate. For entry level job interviews, the questions are designed to test the hard skills required for building a system architecture.

The Difference between a System Design Interview and a Coding Interview

If a coding interview is like a map that takes you from point A to Z – a systems design interview is like a compass which gives you a sense of the right direction.

Here are three key difference between the two:

Coding challenges follow a linear interviewing experience i.e. candidates are given a problem and interaction with recruiters is limited. System design interviews are more lateral and conversational, requiring active participation from interviewers.

Coding interviews or challenges focus on evaluating the technical acumen of a candidate whereas systems design interviews are oriented to assess problem solving and interpersonal skills.

Coding interviews are based on a right/wrong approach with ideal answers to problem statements while a systems design interview focuses on assessing the thought process and the ability to reason from first principles.

How to Conduct an Effective System Design Interview

One common mistake recruiters make is that they approach a system design interview with the expectations and preparation of a typical coding interview.
Here is a four step framework technical recruiters can follow to ensure a seamless and productive interview experience:

Step 1: Understand the subject at hand

  • Develop an understanding of basics of system design and architecture
  • Familiarize yourself with commonly asked systems design interview questions
  • Read about system design case studies for popular applications
  • Structure the questions and problems by increasing magnitude of difficulty

Step 2: Prepare for the interview

  • Plan the extent of the topics and scope of discussion in advance
  • Clearly define the evaluation criteria and communicate expectations
  • Quantify constraints, inputs, boundaries and assumptions
  • Establish the broader context and a detailed scope of the exercise

Step 3: Stay actively involved

  • Ask follow-up questions to challenge a solution
  • Probe candidates to gauge real-time logical reasoning skills
  • Make it a conversation and take notes of important pointers and outcomes
  • Guide candidates with hints and suggestions to steer them in the right direction

Step 4: Be a collaborator

  • Encourage candidates to explore and consider alternative solutions
  • Work with the candidate to drill the problem into smaller tasks
  • Provide context and supporting details to help candidates stay on track
  • Ask follow-up questions to learn about the candidate’s experience

Technical recruiters and hiring managers should aim for providing an environment of positive reinforcement, actionable feedback and encouragement to candidates.

Evaluation Rubric for Candidates

Facilitate Successful System Design Interview Experiences with FaceCode

FaceCode, HackerEarth’s intuitive and secure platform, empowers recruiters to conduct system design interviews in a live coding environment with HD video chat.

FaceCode comes with an interactive diagram board which makes it easier for interviewers to assess the design thinking skills and conduct communication assessments using a built-in library of diagram based questions.

With FaceCode, you can combine your feedback points with AI-powered insights to generate accurate, data-driven assessment reports in a breeze. Plus, you can access interview recordings and transcripts anytime to recall and trace back the interview experience.

Learn how FaceCode can help you conduct system design interviews and boost your hiring efficiency.

How Candidates Use Technology to Cheat in Online Technical Assessments

Impact of Online Assessments in Technical Hiring In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers. The ease and...

Impact of Online Assessments in Technical Hiring


In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers.

The ease and efficiency of virtual interviews, take home programming tests and remote coding challenges is transformative. Around 82% of companies use pre-employment assessments as reliable indicators of a candidate's skills and potential.

Online skill assessment tests have been proven to streamline technical hiring and enable recruiters to significantly reduce the time and cost to identify and hire top talent.

In the realm of online assessments, remote assessments have transformed the hiring landscape, boosting the speed and efficiency of screening and evaluating talent. On the flip side, candidates have learned how to use creative methods and AI tools to cheat in tests.

As it turns out, technology that makes hiring easier for recruiters and managers - is also their Achilles' heel.

Cheating in Online Assessments is a High Stakes Problem



With the proliferation of AI in recruitment, the conversation around cheating has come to the forefront, putting recruiters and hiring managers in a bit of a flux.



According to research, nearly 30 to 50 percent of candidates cheat in online assessments for entry level jobs. Even 10% of senior candidates have been reportedly caught cheating.

The problem becomes twofold - if finding the right talent can be a competitive advantage, the consequences of hiring the wrong one can be equally damaging and counter-productive.

As per Forbes, a wrong hire can cost a company around 30% of an employee's salary - not to mention, loss of precious productive hours and morale disruption.

The question that arises is - "Can organizations continue to leverage AI-driven tools for online assessments without compromising on the integrity of their hiring process? "

This article will discuss the common methods candidates use to outsmart online assessments. We will also dive deep into actionable steps that you can take to prevent cheating while delivering a positive candidate experience.

Common Cheating Tactics and How You Can Combat Them


  1. Using ChatGPT and other AI tools to write code

    Copy-pasting code using AI-based platforms and online code generators is one of common cheat codes in candidates' books. For tackling technical assessments, candidates conveniently use readily available tools like ChatGPT and GitHub. Using these tools, candidates can easily generate solutions to solve common programming challenges such as:
    • Debugging code
    • Optimizing existing code
    • Writing problem-specific code from scratch
    Ways to prevent it
    • Enable full-screen mode
    • Disable copy-and-paste functionality
    • Restrict tab switching outside of code editors
    • Use AI to detect code that has been copied and pasted
  2. Enlist external help to complete the assessment


    Candidates often seek out someone else to take the assessment on their behalf. In many cases, they also use screen sharing and remote collaboration tools for real-time assistance.

    In extreme cases, some candidates might have an off-camera individual present in the same environment for help.

    Ways to prevent it
    • Verify a candidate using video authentication
    • Restrict test access from specific IP addresses
    • Use online proctoring by taking snapshots of the candidate periodically
    • Use a 360 degree environment scan to ensure no unauthorized individual is present
  3. Using multiple devices at the same time


    Candidates attempting to cheat often rely on secondary devices such as a computer, tablet, notebook or a mobile phone hidden from the line of sight of their webcam.

    By using multiple devices, candidates can look up information, search for solutions or simply augment their answers.

    Ways to prevent it
    • Track mouse exit count to detect irregularities
    • Detect when a new device or peripheral is connected
    • Use network monitoring and scanning to detect any smart devices in proximity
    • Conduct a virtual whiteboard interview to monitor movements and gestures
  4. Using remote desktop software and virtual machines


    Tech-savvy candidates go to great lengths to cheat. Using virtual machines, candidates can search for answers using a secondary OS while their primary OS is being monitored.

    Remote desktop software is another cheating technique which lets candidates give access to a third-person, allowing them to control their device.

    With remote desktops, candidates can screen share the test window and use external help.

    Ways to prevent it
    • Restrict access to virtual machines
    • AI-based proctoring for identifying malicious keystrokes
    • Use smart browsers to block candidates from using VMs

Future-proof Your Online Assessments With HackerEarth

HackerEarth's AI-powered online proctoring solution is a tested and proven way to outsmart cheating and take preventive measures at the right stage. With HackerEarth's Smart Browser, recruiters can mitigate the threat of cheating and ensure their online assessments are accurate and trustworthy.
  • Secure, sealed-off testing environment
  • AI-enabled live test monitoring
  • Enterprise-grade, industry leading compliance
  • Built-in features to track, detect and flag cheating attempts
Boost your hiring efficiency and conduct reliable online assessments confidently with HackerEarth's revolutionary Smart Browser.
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