Applicant Tracking System

The OnRamp Applicant Tracking System, or ATS, allows you and your HR team to keep track of who applied to employment opportunities posted by your company and what stage of the hiring process they are currently at.

ATS allows your staff to create a template driven hiring process that lists items that HR must look into for each employment opportunity at your firm, including:

  • Running background checks

  • Checking for job-specific certifications, like a forklift operating license, OSHA training, or PMP certification

  • Required education and major

  • Salary expectations

  • Required job skills

You can also create a hiring pipeline to keep track of what phase of the application process your applicants are in, with different pipeline options for different positions, or position types.

A further customization is the list of questions that the hiring team should ask of the applicant. This information can be quickly inputted into OnRamp as the applicant is being interviewed.

Finally, once the interviewing process is complete and you are ready to make an offer, OnRamp can provide a quick and easy to print Word document that automatically fills in all the required values from OnRamp for the job.

ATS Setup Workflow

To setup the applicant tracking, enter data on the following screens :

  1. Begin by creating the assessments for the job posting on Assessment Master [S4260]. The assessment is everything that you need to check for that is required for the employment opportunity, such as:

    • Interview questions

    • Background checks

    • Certificate and licensing requirements

    • Minimum education requirements

    For example, you can create one assessment with the standard interview questions to ask all candidates and another assessment to run a background check. You can then create job-specific assessments, such as a technical literacy test for a maintenance technician, or confirming the candidate completed an accredited welding program.

  2. Next, add a pipeline on Opportunity Pipelines [S4259]. They pipeline details the different stages for the hiring process, such as:

    • Sourcing

    • Screening

    • Interviewing

    • Offering

    • Hiring

    At each stage, you can apply assessments. For example, for the screening stage, you can add assessments to remind HR to confirm that the applicant has the required OSHA certification, or that the applicant is a member in good standing of the correct guild, union, or professional organization.

    Note: You can repeat the name of the pipeline stage, however it is crucial that the sort values be in order to ensure that the stages appear correctly on the Employment Opportunities [S4256] screen.

  3. Once the assessments are created and added to the desired pipeline, create the job posting on Employment Opportunities [S4256]. On the posting, you can add details, like:

    • The job description

    • If the posting has been published and when

    • Required qualifications

    • Salary range, including pay type

    • The job location

    • Required experience

    On the Required Skills tab, you can set if a skill added to the Job Codes [S1190] is required or merely an Asset. For more information on assigning skills to job codes, see Skills and Training.

    Finally, on the Applicants tab, you can see who has applied for the opportunity and if any previous applicants could be a good fit for the new role.

ATS Process Workflow

Follow the below workflow when you begin to process applicants:

  1. Use Candidates [S4257] to add the candidate data as resumes and emails are received.

  2. On Employment Opportunities [4256] > Applicants tab, click Apply to select the candidates and mark them as applying to that position.

  3. Next, navigate to Interviews [S4258] to schedule an interview with candidates.

  4. When the interview starts, use Interviews [S4258] and click the Complete Assessments button to launch the Assessments [S4263] screen, where you can complete the assessment.

    Once the assessment is done, use the Interviews [S4258] > Result Notes tab to document any added information related to the interview.

  5. If the interview is good, use the Offers [S4264] Generate Offer Letter button to create a letter that you can forward to the applicant. The offer can be approved by management before being generated or sent and OnRamp can be used to keep track of if the person responded and w what their response was.

Once the offer is sent and accepted, the applicant is converted into an employee record, with their added skills automatically added to their record as well.