How to Choose an Applicant Tracking System That Meets Your Needs
STORY INLINE POST
Recent labor statistics from The Mexican Social Security Institute (IMSS) show a huge increase in job creation, notably in the fields of transportation, communications and construction. Strong job growth creates opportunities for job seekers, but also reinforces competition among employers. To stand out, it’s crucial for recruiters to be technologically-savvy and utilize the resources at their disposal. Attracting and retaining candidates isn’t always easy, but you can put your business at an advantage by leveraging the right digital tools, such as applicant tracking systems. With so many options on the market, the tips below will help you choose the right ATS. Here are five essential features your ATS should possess:
Your ATS must fit in your current recruitment toolkit. There should be no friction between your new ATS and what you are already using or might use in the future,such as job boards and background-check providers. Integration with other recruitment tools is key, as it will help streamline workflows and accelerate the hiring process. A thorough integration with key recruitment platforms also enables you to expand your distribution network and customize where your job posts appear, which significantly improves the number and caliber of the applications you receive.
Simple application process
Research conducted by my colleagues at Talent.com has uncovered the main areas of dissatisfaction among job seekers. A complicated application process tops the list. A frustrating yet common scenario is one in which a candidate starts the application process by entering his personal information,such as name, city and education, gets redirected to another website, and then must enter the same information twice or more times. Even the most motivated job seekers could be put off by a tedious application process. Which is why your ATS must simplify your application process, or, at the very least, not complicate it. When it comes to the hiring process, user-friendliness must be among your top priorities and the same goes for your ATS.
Communication with candidates
Another mistake commonly made (and easily corrected) by recruiters is a lack of communication. Candidates want to hear from you. They want to know where they stand. Keeping them updated on the status of their application is important. If communications are vague and sparse, candidates might get hired elsewhere. Make sure the ATS you work with has automated or manual communication tools that allow you to notify a candidate when their application has been received, read, retained, or rejected.
Not everyone can get the job, and you will often have to tell silver medalist candidates that they have not made the final cut. Make sure you do so in a polite and understanding manner and, most of all, make sure you don’t lose track of these qualified candidates. When future positions open, you will be glad to have a list of relevant people to contact. A good ATS is one that helps you build and maintain contact with passive talent. Notifying past applicants of suitable vacancies (for example via email or text message) will make them feel valued by your organization and more likely to engage in the hiring process. For instance, on LaPieza you can easily find and re-invite talent from a central database.
Collaboration with colleagues
Your ATS should enable the creation of hiring teams. That way, you can collaborate with your colleagues and make decisions together. They don't say "Two heads are better than one” for nothing, after all. Make sure the ATS you work with allows multiple colleagues to log into a single hiring environment and contribute to the selection process. Ideally, the ATS would provide tailored access for each stakeholder, giving control over what information and functionality is accessible by different users. Another benefit of this feature is that candidates can still advance through the various stages even when team members are absent due to illness or vacation.
A “one size fits all” workflow may not be the best fit for your organization, especially if your hiring volume is high. Industries with high turnover, such as construction, retail, finance, hospitality, and e-commerce, must adopt flexible and diverse recruitment marketing strategies to keep thriving and fill their talent pool. No recruitment platform will perfectly serve all industries and markets, just like no singular hiring process will work for all companies. You need to shop around and find solution providers who understand your needs and can adapt to them.
Do you have data on the effectiveness of your recruitment strategy and your different hiring sources? Your ATS should provide it. Ideally, this data should be available at all times on a user-friendly dashboard. The data should be not only clear and accurate, but also exportable in the form of a report. Having these insights will help you monitor past performance, justify budget allocations and optimize future hiring campaigns.
Many applicant tracking systems now have onboarding features. This is useful as it keeps you from having to use a separate platform for onboarding tasks. It also creates a seamless experience for the candidate during all stages of recruitment and facilitates the start of a new job. We all know how daunting the first few days at a new company can be, so no need to add confusion. As the new employee is already familiar with the ATS environment, he or she will transition into his or her new role with ease and settle in more rapidly.