What is a Competency-Driven ATS?
Stop! First, a quick explanation: a competency-driven ATS is a smart tool designed to recruit and select candidates based on specific competencies and skills. It moves beyond the traditional CV and focuses on what really matters for a role. At Recrout, we’re big advocates of this approach. Such an ATS emphasizes a candidate’s strengths, increasing their chances of success in a given position. What does this include? Soft skills like communication, as well as role-specific technical skills.
Great, now we know what a competency-driven ATS is—but what’s in it for you?
Efficiency
A competency-driven ATS enables you to quickly and efficiently assess and select candidates. The smart tools in such an ATS evaluate candidates based on predefined competencies. This saves time—and let’s be honest, we can never have enough of that. By saving time, you can focus more on the most suitable candidates and create a shortlist of the best talent.
Better-matched hires
Efficiency—check! But a competency-driven ATS does more than that. It also increases the likelihood that candidates are a better fit for the organization or a specific team. You’re not just selecting based on technical skills, but also on social competencies. This efficiency allows you to apply an extra filter during intakes, leading to more—and better—hires with the right cultural fit. And believe us, your hiring managers will be very happy with that!
Objectivity
When your ATS selects based on competencies, you no longer need that gut feeling! You eliminate subjectivity from your process. Together with your hiring managers, you define the required competencies for a specific role. This way, you objectively select the right candidates. Can’t find the right candidate? Then it’s simply a matter of adjusting the competencies. Measuring is knowing, and debates become a thing of the past.
Higher productivity and happier colleagues
When you select candidates based on their competencies, they are more likely to excel at the tasks required in their role. This leads to higher productivity and greater (mutual) job satisfaction. When colleagues feel confident and happy in their roles, they are more satisfied, naturally reducing turnover for your hiring managers. They’ll be thrilled!
More creativity and innovation
A competency-driven ATS contributes to greater diversity within teams. It focuses on the skills and competencies that are missing or complement those of other team members. A diverse and inclusive workplace leads to more creativity and innovation—after all, many people bring many ideas and perspectives.
Strengthening your employer brand
Organizations that invest in a competency-driven recruitment approach often prove more attractive to candidates. The idea that a company values skills and personal development strengthens the employer brand. This, in turn, makes it easier for you as a recruiter to attract talent in a tight labor market.
Lower recruitment costs
The quality of your hires improves, and turnover decreases. This means that a competency-driven ATS leads to lower recruitment costs in the long run. Curious about what an investment would cost you in the short term? Schedule an appointment and try our software free for two weeks!
The integration of smart tools within a competency-driven ATS makes it even more effective. Think of artificial intelligence (AI) and machine learning, which allow the system to “learn” on its own. For example, it can refine criteria based on historical data. This means you, as a recruiter, don’t have to rely solely on your own experience—you can also leverage technology.
Conclusion
I don’t think we need to convince you any longer that starting with a competency-driven ATS today is better than waiting until tomorrow. It offers benefits for the candidate, for you as a recruiter, and—most importantly—provides significant gains for your entire organization. A competency-driven ATS is no longer just a smart choice; it’s a strategic necessity for every modern organization. That way, you don’t have to convince your hiring managers anymore.
