An objective and efficient recruitment process with the help of a competency-driven ATS. Sounds good, right? Every recruiter knows the scenario: the search for “the perfect candidate” gets stuck in endless meetings. Where one person sees potential, another hesitates. Where the recruiter is convinced about a profile, the manager isn’t on board yet. And before you know it, the process bogs down in back-and-forth emails, differing opinions, and undecided choices.

With the right competency-driven ATS, these situations become a thing of the past. No more assumptions or opinions — just an objective assessment for each candidate. Curious how it works? And whether it really works? We’re happy to show you how smart ATS tools can support your recruitment process. 

Select Objectively with the (de)motivation Report

At Recrout, we build and refine our ATS every day — for now, and for the future. We continuously strive to make our competency-driven ATS smarter and more efficient. Take, for example, our (de)motivation report. The results of this report are based on the assessment completed by the candidate. It provides a realistic picture of (work) situations that motivate the candidate, as well as situations that could pose a risk of demotivation.

A potential motivator could be a competitive work environment. Does that appeal to you? Then there’s a good chance that a collaborative environment, where everything revolves around teamwork, might actually demotivate you.

Do we want to call such a report the holy grail? No, certainly not. But it provides a well-founded basis for a conversation or discussion. Think of it as an objective benchmark. Where personal preferences used to dominate in earlier (pre-)selections, this report offers an objective starting point. Imagine you and your hiring manager think you’ve found the ideal candidate, but you have doubts about their leadership qualities based on the report’s results. You wouldn’t just pass on this candidate — instead, you address these points in the first interview. This way, doubts become discussable based on facts, preventing decisions driven by unsubstantiated feelings.

Efficient Collaboration with Smart Tools

Collaboration between recruiters and hiring managers can often be a pain point in the recruitment process. Email chains, multiple versions of documents, unclear feedback — all of this makes the process slow and prone to errors.

Not with Recrout’s ATS. Back-and-forth emailing is no longer necessary. Want to give feedback on a candidate or colleague? Simply use the @-function. Mention the relevant colleague and add your comment directly to the candidate in the ATS. This way, everyone involved in the process is always up to date with the latest updates. It makes your recruitment process more efficient and transparent — which in turn improves your time-to-hire!

Keep Candidates on Board with the Talent Pool

Earlier, we talked about addressing doubts during a conversation with a candidate. But what if this candidate isn’t the right fit for the current role? No problem. There’s a good chance they might be a fit for another position within your organization. With the talent pool in our competency-driven ATS, you can move a candidate to the talent pool with just one click. This way, you effortlessly build a database of suitable candidates for future vacancies.

You might even have another open vacancy that’s a match. In that case, you can link the candidate directly to that vacancy just as easily. This way, you prevent valuable profiles from falling through the cracks. You make recruitment strategic, inclusive, and sustainable.

Gain Insights into Your Job Performance with Analytics

Not every vacancy performs as expected. Sometimes responses are low, or many candidates apply but don’t match the required competency profile. Why does this happen? You can investigate using the built-in analytics in Recrout’s ATS. You always have a clear view of your vacancies’ performance. At a glance, you can see how many visitors viewed your job posting, how many candidates actually applied, and — most importantly — where candidates dropped out.

With analytics, you can also easily compare different vacancies. This way, you learn which approaches work — and which ones are better left behind. 

So… what are you waiting for?

With a competency-driven ATS, your recruitment process finally gains calm and structure. No more endless opinions — just an objective basis for every evaluation. No inefficient meetings — just fast and transparent collaboration. And no more lost candidates — just a smart talent pool that retains valuable profiles. 

In short: no more debates about the perfect candidate — only smart, well-founded decisions.

Want to know more? Schedule a free demo. We’ll be happy to explain everything to you.