Applicant tracking systems (ATSs) are powerful online recruitment software applications that help organisations attract, engage, shortlist, select, hire, and on-board employees. A good ATS also helps improve the quality of hires, maintain compliance, and informs decision making with quality recruiting data. This will ensure that your recruitment processes are more efficient and effective – thus saving you time, money, and the need to re-advertise.
See how to decide if you need an ATS implemented in your business.
Finding the right online ATS can be a mind-boggling mine field. Choosing the wrong software can be detrimental to your brand, as well as a waste of time and money.
Here are some critical aspects to consider when choosing the right ATS for your business:
Map out your process
Whilst your recruitment process will often vary depending on the role and its requirements – and it should – you need to know the general methodology your business follows. Where do you advertise? Do you post on social media? How do you carry out first round screenings of applications? What is the second round of the shortlisting process? How do you conduct interviews? How many people in the business are involved in the decision making for appointments?
And then map out what changes or additions you want to make to your hiring process – i.e. how do you want to utilise an online ATS to streamline and improve your recruitment?
Know your budget
Before selecting an ATS, keep in mind what you are wanting to achieve in your recruitment process – and what problem you are trying to solve. Will you get value for what you spend? Confirm how the product is charged – the number of user licenses, job postings, and other candidate management options – as well as customisation, implementation, training and support. These factors will directly impact on the price, and your purchase decision.
Evaluate Software Options
Most ATS providers claim their online software is easy to use, has all the bells and whistles, and offers tailor-made solutions – but no two are the same, and they can never be taken on initial face value. Take time to research, evaluate, and compare multiple ATS options. Put together a list of questions to ask of the providers and make the most of their demos. You can also take advantage of the free trials that most vendors offer.
Mobile recruiting is no longer a luxury, it’s a necessity. You, the candidates, and any other decision makers want and need full capability and access to the ATS wherever you may be. Make sure the ATS system you choose has a mobile version, so access can be made at any time.
Implementation, Service, and Support
You want an ATS to have the desired features and functional capabilities – but you also want those to be EASILY implemented and customised as well. It can be extremely time consuming and frustrating setting up the recruitment process with the required automations – as well as making changes down the track. Ensure that you know what support the vendor will provide for implementation, as well as ongoing service and support. See how to utilise your applicant tracking system so it is not a negative for applicants
Privacy Acts and Policies place a legal requirement on businesses to ensure that personal information is secure. You need to make sure that any data you have in the ATS is secure in the cloud. Recruitment processes require a significant amount of personal and sensitive information that is for you and your business’ reference only. Make sure the ATS complies with current Australian legislative requirements.
Whilst an applicant tracking system adds significant value to the recruitment process, it is only one part of a quality hiring process. Other online tools such as video interviewing and skills testing should be considered within your recruitment strategy.
Why Not Outsource YOUR recruitment and save the Headache, Time and Money?
Manufacturing Recruitment utilises an integrated online candidate platform (ATS) that also incorporates Automated Video Interviews – Saving you from sitting through hours of ATS provider demonstrations, analysing each ATS functionality, painful implementation and setup, and hefty monthly subscription fees.
Manufacturing Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.
For an obligation free discussion feel free to give us a call on 0411 278 281 or email at email@example.com.
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