More than ever before, businesses are using social media to find qualified professionals to join their business. Some of these social media platforms, such as LinkedIn, specialize in helping job seekers connect with other professionals while they search for a new job.

Others, such as Facebook and Twitter, are social media platforms typically used by businesses to engage with their consumer base, building brand trust and loyalty. But even these networks can be a resource for companies trying to fill an open position. Simply put, social media has become one of the best ways for businesses to connect with prospective hires as well as their consumer base, and publicizing job openings is easier than ever.

The market for these social networks is only growing. While LinkedIn is one of the largest and most recognizable jobs-oriented social media platforms, it’s hardly alone. Other social networks are trying to adjust their features to better accommodate job searches for both businesses and workers. This direct engagement between a hirable body of employees and the businesses filling positions is making staffing agencies more expendable, lowering the costs of gathering applications and finding viable candidates.

But in many cases, a sharp increase in the applications received by a human resources department can lead to chaos as staff members try to manage the paperwork. Without a third party vetting these applications, many of them produced through social media advertisements, the need for application management solutions is even more important. Applicant tracking software (ATS) is a management solution that many human resources departments are turning to.

Many jobs-oriented websites like Monster.com and CareerBuilder.com already have a relationship with applicant tracking software companies, making it easy for businesses to manage the applications and applicant information gathered through those outlets. But if you are gathering applications and data through your various social media tools, you have greater flexibility in choosing what ATS you choose to implement.

Many of these software producers have also incorporated features into their tracking systems that assist human resources personnel in the recruiting process as conducted through social media. Such a system allows you to store all applicant data, including current status, resumes, cover letters and other information in one centralized location.

The management software lets you categorize and track each application according to current status, whether the applicant is going through the interview process, has been declined for an interview or has been hired and is slated for onboarding into his or her new position.

Different types of applicant tracking software are available depending on your long-term goals, whether your department is workforce-oriented and seeking staffing solutions for daily operations, or if it is talent management-focused and seeks software that will help keep track of training and development processes for each hired employee.

The ideal software for your company can depend on a number of factors. What works for one company might not work well for another, but if you are committed to using social media to find talented professionals and increase your number of applicants (and you should be), then applicant tracking software will streamline this process and encourage a more efficient hiring process.