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12 best ATS benefits and what they mean for your business

March 18, 2024

Choice of worker concept

12 best ATS benefits and what they mean for your business

In the recruiting world, finding the right talent can feel like searching for a needle in a haystack. Resumes and job boards pile up, emails overflow, and sifting through it all becomes a time-consuming nightmare. Enter the Applicant Tracking System (ATS), your potential hiring hero. But what exactly makes an ATS so powerful? Let's dive into the 12 best benefits of using an ATS and see how they can transform your business.

What is an ATS?

Imagine a software that acts as your recruitment secretary, personal organizer, and data analyst, all rolled into one. That's essentially what an ATS is. It's a comprehensive software solution that streamlines the entire hiring process, from posting job openings to managing applications, scheduling interviews, interview scheduling and onboarding new hires.

10 Reasons All Businesses Can Benefit from Applicant Tracking System

Lets take a look at the ATS benefits first. 2. Using this technique will save you money. 1. Easy to use training. 3. Increased costs per hire. 3. There won't be any paperwork anymore. 5. Better hire quality. 6. Easily posted jobs. 8. Lower bounce rates on advertisements for jobs. Enhanced employee compliance. 9. Take charge and organize the candidature. 8. Despite recent economic downsizing, the significant numbers of vacancies combined with low unemployment contribute to historically tight employment. This demonstrates the importance of using ATS today. Sources:

Saves time for more focused work

Although recruiters can easily automate tasks for them, they do not want to waste time doing repetitive tasks for themselves every day. This makes it crucial to recruiters' work lives. It is very efficient compared to traditional application processing. It enhances recruiter's productivity and makes it easier and faster. By eliminating manual postings on job sites and filtering irrelevant applications, your job posts whole procedure is completed in minutes instead of hours.

Provides Better and Faster Resume Parsing

Automated Resume Parsing - Jobspikr.com

How can we find something on our keyboard when we press CTRL + F and find it? The same applies when a candidate track is created by entering the right keywords which lead to the candidate who is the most suitable for the job description. It's a quick and simple way to scan a resume. It also reduces the possibility of a failure and reduces the chance of bias.

Improves Cost Per Hire

Application and applicant tracking software systems (ATSs) are a tool to improve candidate selection processes by improving efficiency. ATSs are designed to reduce costs for hiring. Finding the perfect talent is vital in order to grow businesses, especially for SMEs with limited budgets. Automated hiring process ATS can help streamline recruitment process and increase efficiency, it is an effective and efficient way to save on hiring. It will help businesses manage their resources wisely, while also facilitating efficient recruitment processes.

Why employers use applicant tracking systems

Today employers face an intimidating challenge to find new workers. The internet has made applying for work easier. Some candidates are not qualified. Corporate recruiting companies now receive more than 300,000 resumes for jobs. It's important to get the ATS. Automation helps employers streamline hiring processes and can reduce the cost of hiring for the employer. Software that enables employers to easily hire staff saves time and money. It has many advantages, like:

Now, let's explore the 12 key benefits of using an ATS and how they can empower your business:

1. Increased Efficiency and Productivity:

Gone are the days of manually sorting through stacks of resumes. With an ATS, a

What is the effectiveness of ATS?

What are the benefits of ATS-based recruitment? - Quora

In order to evaluate ATS' effectiveness a benchmark must be compared with its performance. Check the quality of the jobs compared to the time spent for hiring. In particular, when you reduce hire time by 30% and always find great qualified candidates, your system works well.

pplications and job applications are automatically scanned, organized, and stored electronically. This saves you countless hours and allows you to focus on what truly matters – evaluating the best candidates and making informed hiring decisions.

2. Improved Candidate Experience:

Candidates appreciate a smooth and efficient application process. An ATS offers them a user-friendly portal to submit their resumes and track their progress. It also allows for automated communication, keeping potential candidates well informed and engaged throughout the hiring process. This positive experience can significantly enhance your employer brand and attract top talent.

3. Centralized Application Management:

Say goodbye to scattered emails and overflowing inboxes! An ATS provides a centralized location to manage all your applications. You can easily access, review, and compare job ads and resumes side-by-side, making informed decisions without the hassle of chasing down missing information.

4. Enhanced Employer Branding:

An ATS allows you to create consistent, engaging job postings across multiple social media platforms. It also enables you to showcase your company culture and values, attracting candidates who resonate with your brand. Remember, a strong employer brand attracts top talent, making an ATS a valuable asset in building your reputation.

5. Data-Driven Decision Making:

Recruitment data holds immense value. An ATS helps you track key metrics, such as time-to-hire, source of quality candidates, and application-to-interview conversion rates for job seekers. This data provides valuable insights, allowing you to refine your hiring strategies and make data-driven decisions for optimal results.

6. Reduced Bias in Hiring:

Unconscious bias can creep into the hiring and recruiting process. An ATS helps mitigate this by allowing you to set pre-defined criteria for screening resumes. This ensures that all candidates are evaluated based on their skills and qualifications, not irrelevant factors.

7. Improved Compliance with Regulations:

Staying compliant with employment regulations is crucial. An ATS helps ensure your recruitment process adheres to relevant laws, such as fair hiring practices and data privacy regulations. This can save you from potential legal issues and costly fines.

8. Streamlined Collaboration:

Hiring is often a collaborative effort. An ATS allows different teams, such as HR, the hiring manager, managers, and recruiters, to work together seamlessly. They can share notes, track candidate progress, and communicate efficiently, ensuring a smooth and coordinated hiring experience.

9. Scalable Hiring Process:

Whether you're a small startup or a large corporation, an ATS can adapt to your needs. It allows you to manage multiple hiring positions simultaneously ats software side, efficiently scaling your recruitment process as your business grows.

10. Cost-Effective Recruitment:

Hiring the wrong candidate and hiring pipeline can be incredibly expensive. An ATS helps you identify the best fit candidates faster, reducing the need for multiple rounds of interviews and potentially costly re-hires. Additionally, some ATS platforms offer cost-effective subscriptions compared to traditional recruitment methods.

11. Time-Saving Automation:

An ATS automates several mundane tasks, such as sending automated emails multiple job boards, scheduling interviews, and reminding candidates about deadlines. This frees up your valuable time, allowing you to focus on more strategic aspects of the hiring process.

12. Improved Candidate Quality:

By attracting top talent through a positive candidate experience, reducing bias, and focusing on relevant skills, an ATS helps you build a talent pool full of high-quality candidates. This ultimately leads to better hiring decisions and the acquisition of individuals who contribute significantly to your company's success.

Is an ATS Right for Your Business?

While ATS solutions offer a plethora of benefits, they might not be a perfect fit for every business. Here are some factors to consider:

  • Size of your organization: Smaller companies with limited hiring needs might not find the full capabilities of an ATS necessary. However, even startups can benefit from a basic ATS to streamline their recruitment process.
  • Budget: ATS pricing varies depending on the features and functionalities offered. Consider your budget and choose an option that aligns with your needs.
  • Complexity of your hiring process: If your hiring process is straightforward and involves few applicants, an ATS might be overkill. However, if you deal with high volumes of applications or complex hiring procedures, an ATS can significantly enhance efficiency.

Stats for your thoughts:

  • Nearly 99% of Fortune 500 companies use an ATS. That's right, almost every major corporation leverages the power of ATS technology to stay ahead of the curve. 
  • 75% of recruiters around the world utilize an ATS. This widespread adoption highlights the growing importance of ATS in the modern recruitment landscape. 
  • The ATS market is projected to reach a staggering $3.4 billion by 2026. This rapid growth indicates the increasing demand for efficient and data-driven hiring solutions. 
  • Studies show that using an ATS can shorten the hiring cycle by up to 60%. This translates to filling open positions faster, saving time and resources for your business. 
  • An impressive 94% of recruiters say that using an ATS has improved their overall hiring process. These positive experiences demonstrate the effectiveness of ATS in streamlining recruitment efforts. 

What is the best ATS system?

How do we track applications and make them visible to a potential customer? Greenhouse: Best for small and large companies. Best for a Free Test. Bamboo HR - A great tool for large employers. It should be useful. Bullhorn: Best to recruit agencies. CRM recruitment: The most accurate and logical CRM. Recruiting: best for job posting widget.


In today's competitive landscape, attracting and retaining top talent is crucial for business success. An ATS can be your most valuable ally in this endeavor. By streamlining your entire recruitment process, enhancing the candidate experience, and providing valuable data-driven insights, an ATS empowers you to make informed hiring decisions and build a strong team that drives your business forward. Remember, a well-implemented ATS acts as more than just a software – it becomes your strategic partner in building your dream team.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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