How can ATS certification help you stand out as a recruiter?

Learning the importance of an ATS is very essential to every recruiter. Indeed ATS certification is an added credential to you to be an effective as a seasoned recruiter. I was given a chance to spearheaded to maximized the usage of an ATS, with thorough understanding of the system it will also addresses the lacking of communciation related to recruitment process of a certain organization. ATS is not only a data bank of resume or CV but also a tools which will help to provide a better candidate experience.

In my experience, ATS (Applicant Tracking System) is like an assistant that helps me manage and organize applications, etc. It efficiently stores and categorizes resumes, making it easier for me to find suitable candidates. It also automates tasks like screening resumes, tracking candidate progress, and scheduling interviews, saving me time and effort. Overall, a smoother hiring process!

ATS streamlines the recruitment process, saves time, improves collaboration, and provides valuable insights to recruiters, ultimately helping them find the best candidates for their organization.

An ATS Certification usually entails a fairly difficult training, and test! Especially for recruitment coordinators using Greenhouse or tenured agency recruiters using Bullhorn, they can help you showcase that you ACTUALLY know you system. It also can help you stand out to new potential employers! Like a PMP certification, or having a SHRM, ATS certifications are indeed a credential. The rigor and prestige CAN be dependent on the specific software or course. Do your research first if you plan on attaining one in the near future, or when you see a certification on your candidate's resume!

Just like in with any other certification, ATS Certification is nothing without your actual experience with that ATS. You can be certified but don't have experience with it

It is important to understand your ATS but companies should rather verify that and ATS is actually intuitive enough that there is no certification required (!) to be able to fully use it... As recruiters we deal with a lot of stress and workload and the last thing recruiters should be doing is having to figure out how a system works. As a recruiter I would always ask companies I applied for what ATS they are using. It actually tells you a lot about how TA is perceived.

I recommend ATS certifications to all early stage recruiters. YOU SHOULD MASTER YOUR FOUNDATION. The first recruiter is often at a company YEARS before a recruitment coordinator is hired. As someone who has seen the craziness of redundancies, and inefficient processes that can carry over from growth through GTM, I simply can't ignore the importance of having a member of your team truly understand the extent of your ATS and build the FOUNDATION of future recruitment correctly! As a FOUNDER or DIRECTOR of talent, I would not hire someone, if it was a. my first hire in talent, OR b. my first recruitment coordinator, unless they can show proficiency in ATS usage and evaluation. A certification does not prove that, but it can sure help!

Don't have time to read this whole Linkedin article? Let me help you out: ATS certifications are completely meaningless and don't make a difference for anything, whatsoever. You're welcome

I couldn't agree more with the comment below. Every ATS is different, and an ATS certification would be worthless. It's actually potentially a red flag because, in the recruiting industry, these are not considered valid. I would have a lot of questions as to why this candidate decided to spend the time getting that certification.

I agree with Russell. It's up there with painting racing stripes onto your lawn mower. I'm not against it. But it won't make the slightest difference to how quickly you mow your lawn.