If you think an ATS is just for posting jobs and tracking applicants, you’re missing out. Today’s applicant tracking systems are far more powerful — but most businesses barely scratch the surface. In this post, we’ll explore three unique ways to use an ATS that go beyond the basics and actually improve your hiring results.
Whether you’re struggling to attract the right candidates, losing time to manual processes, or simply not getting ROI from your recruitment tools, these unique ways to use an ATS can make a big impact. From performance optimization to referral automation, we’ll show you how to turn your ATS into a strategic hiring advantage.
Let’s dive into three often-overlooked strategies that can help you hire smarter, faster, and more effectively.
Use Job Post Performance Data to Optimize Results
One of the most unique ways to use an ATS is to treat it like a built-in marketing lab. Most modern ATS platforms collect detailed data on how your job posts are performing — but very few companies actually use it to improve results.
By analyzing metrics like views, application rates, and drop-off points, you can test different job titles, descriptions, formats, and even benefit packages. Think of it as A/B testing for your hiring strategy.
For example, if “Customer Support Representative” isn’t attracting enough clicks, try switching to “Customer Experience Specialist” and compare the performance. Over time, you’ll learn what resonates with your ideal candidates — and what doesn’t.
Even better? Some ATS tools allow you to build reusable templates based on top-performing posts. That means every new opening can start off optimized, not built from scratch.
Looking for a simple way to analyze what’s working in your job posts? This is one of the most valuable, yet overlooked, unique ways to use an ATS to its full potential.
Use ATS Analytics to Fix Hiring Funnel Bottlenecks
Another one of the most unique ways to use an ATS is tapping into its built-in analytics to diagnose and fix issues in your hiring funnel. Most teams don’t realize just how much insight their ATS is already capturing — and how much it can reveal about what’s slowing down their hiring process.
Are you losing applicants between the phone screen and the first interview? Is it taking too long to respond to top candidates? Your ATS can show you exactly where candidates are dropping off — and why.
By monitoring stage-to-stage conversion rates, average time spent in each step, and offer acceptance rates, you can pinpoint inefficiencies and take action. For example, if 75% of qualified applicants stall in the review stage, you likely have a communication lag or decision-making delay that needs attention.
Using an ATS this way gives you real-time visibility into your hiring funnel — something spreadsheets and email threads just can’t provide.
Pro tip: Set alerts for key metrics so your team gets notified when bottlenecks form. The faster you fix them, the more competitive your hiring process becomes.
Automate Re-Engagement with Silver Medal Candidates
One of the most unique ways to use an ATS is to stop starting from scratch every time you need to hire. Instead, build long-term value by re-engaging qualified candidates who didn’t get the job the first time — your “silver medalists.”
These are applicants who made it to the final stages, had strong qualifications, but weren’t the right fit right now. That doesn’t mean they wouldn’t be perfect for a future role.
With a smart ATS, you can tag these candidates, segment them into talent pools, and set automated alerts to notify them when a new opportunity opens up. You can even customize messaging to make outreach feel personal, not robotic.
This strategy turns your applicant database into a living, breathing talent pipeline — not just a graveyard of old resumes. It’s faster, more cost-effective, and often leads to better-quality hires.
If you’re constantly posting the same jobs over and over, this is one of the most impactful and underutilized unique ways to use an ATS to reduce time-to-hire and boost hiring ROI.
Conclusion: Don’t Just Use Your ATS — Maximize It
If you’re only using your applicant tracking system to post jobs and move resumes, you’re leaving serious value on the table. These unique ways to use an ATS — from performance optimization and bottleneck analysis to re-engaging silver medal candidates — can transform your hiring process from reactive to strategic.
The best part? You don’t need to overhaul your entire workflow to see results. Start by implementing just one of these strategies, and you’ll quickly see how much more your ATS can do.
Looking for an ATS that’s built to help you hire smarter — not just faster? Refered is designed to help businesses like yours tap into referrals, automate hiring steps, and build a system that scales.
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