What does it take to choose the best ATS which can fit your organizational needs?
Before choosing ATS for your organization, setup a call with your recruitment team to understand their requirements, have everyone participate as much as possible. Having the input from the people who will be sending out the requirements and the ones who will select candidates for the job posting is highly important. Then, collaborate and speak with not only your recruitment team but any other team that you think may need to be involved at your organizational level, give them a chance to input their opinions and discuss what can be taken into consideration and what can be eliminated.
You may consider the below list of possible requirements to help you plan better:
- Take notes from each department that may be involved in the process
- Current job board postings
- Analyze the success rates for job posting boards
- Applicant friendly application forms for a good user experience
- Also Applicant friendly careers website
- Point of contact for any support needed regarding issues with ATS
- Artificial intelligence powered Video interviews
- Mobile app compatibility
- Ability for recruitment teams to pull a report with all of the candidate information
- Google Indexing
- Data storage compliant as per the GDPR standards
- Extensions for sourcing candidates
- An integrated mailbox to be constantly connected with people
- Custom tags and filters
- Talent pools like LinkedIn, Dice, Monster, Indeed, etc.
- Quick candidate evaluations
- Scoring and grouping candidates by ranks
- Conducting background checks
- Ability to support local and International languages
After discussing the requirements that best fit your organizational needs, the next step would be to browse through some websites and service providers for ATS, review the pricing and see if all your requirements come as a package. Jot down the service providers and their packages of which you think may be suitable to your origination and that come with the list of requirements your teams have decided are crucial.
After choosing an ATS for your organization, the next step would be to analyze the return on your investments. Typically recruitment teams spend a lot of their expenditure on posting job ads on a variety of different portals. With an ATS, you will see the value of the investment on a software which will allow you to choose the best candidates while reducing time spent, cost and manpower by giving an opportunity for vast automation, which reduces most of the manual work.
If your hiring teams have spikes in volume constantly, make sure that you are not limiting your recruiting software to a lower budget and try to choose the best package available in the market that will be beneficial for your recruitment and hiring needs.
Things you need to know in order to select the best ATS:
Active Job posting is one of the best packages to select from ATS, you will only pay for the number of active jobs you are hiring for.
- Discounts on job posting portals
If you have not already been using job posting portals, some would highly recommend that you start searching and do trial runs on different job portals. However,this can be a burden and can increase the budget already allocated for your recruitment, for this reason, we suggest you search and chose an ATS which comes with job portals.
3. Choosing the right software for your organization:
Testing the software in a free trial will help you gain areal-time experience and an idea of identifying if the software will work for your recruitment team in the right way.
Have a pilot team test the new software and run as many trials possible before implementing it completely within the company. Use a checklist to identify what all features you need and the number of checkpoints you want to select in order to hire for different teams in your organization, take a detailed report from the team which has started working on the implemented software and find out if anything needs to be added or removed from the software.
Have a follow up discussion and identify if there are features which would not be of use to your team. As the software will have features that you can personalize according to your team’s needs, try and personalize it as much as possible to toggle around and work efficiently. It will save a lot of your time and you can complete your work in seconds.
After the trial of the recruitment software, you can take time to select the most cost effective solution, finalize and implement the best suited software.
4. Implementation of the software:
After your team has tried working on the software for the first time, you will have an idea of what all needs to be included and how to work it out for your team. With the latest technology,integrating the ATS software into your company is a breeze, making the work load of hand ling the recruiting system for your company far better in regards to accuracy and efficiency.