When the question is about scaling the recruitment metrics of your organization, there stands no other competition to an Applicant Tracking System.
When it comes to incorporating an applicant tracking system into your hiring system, there are several factors to consider to ensure that you are getting the best system for your organization’s unique requirements.
And the best way to ace your ATS shopping mission is to enlist and tick off all the essentials. And what are these essentials? Here’s a list of them all.
- The Scalability Factor
Growth is the only constant. But as your organization grows, you will need an ATS that can grow. This flexibility can go a long way and yield a better ROI, making it an imperative factor to be considered while purchasing an ATS.
If you end up purchasing an ATS that doesn’t come with the scope to upscale, your recruitment process will face significant challenges, and your investment will turn obsolete sooner than expected.
Look for an ATS provider that offers a scalable solution that can adapt to your changing needs over time, offering updates, customizations, and minor changes to keep up with the rapid growth pace of your organization.
- User-friendly Interface
Convenience is the key when it comes to utilizing a software to its utmost potential. What good is a series of diverse features if half of your team finds using them cumbersome?
The ATS should be intuitive and easy for HR staff and job applicants. Ensure that the provider offers a user-friendly interface that is easy to navigate and understand.
Also, your software interface has a direct link with the candidate experience you are offering. For example, an easy and user-friendly interface will create a smooth candidate experience, while a tough-to-crack one can be an instant turn-off.
Support and maintenance also play a vital role here. Besides coming up with a user-friendly portal, an ATS provider must also be available to assist you with the know-how as and when needed.
Nobody wants to spend hours decoding a basic process, right?
- Integration with Other Systems
Your ATS should be able to integrate with your organization’s other systems, such as your HRIS or CRM.
The principal motive behind incorporating an ATS or any software into your system is to derive the benefits of a centralized recruiting procedure. Therefore, integrating all the recruiting softwares in one place is a good deal to achieve the best of centralization.
Integrating all the systems into one can save even more time, offering better convenience for your team to quickly jump from one software to another, combine all the data as and when needed, and cut down on a lot of fuss. In addition, this will help streamline your processes and make it easier to manage applicant data.
- Reporting and Analytics
Data and metrics are essential tools for a recruiting venture. Everything is done from sourcing to budgeting; everything is done based on both historical and anticipated data that is mainly derived from the metrics.
For quick and convenient access to these pillars of a hiring system, the best approach is to look for them in your ATS. This feature in your ATS can bring all the relevant information to your fingertips.
The ATS should provide detailed reporting and analytics that can help you understand the performance of your recruitment process. This will help you identify areas for improvement and make data-driven decisions.
- Cost Factor
Finally, consider the cost of the ATS. While investing in a system that will meet your organization’s needs is essential to ensure you get the best value for your money.
Be it through a planned budget or by simply looking into the market prices for the type of ATS you need; you can assess the exact amount you must be spending on the ATS you need and proceed according to it.
Your ATS is no less than an asset to your organization, but it’s crucial to ensure that you spend not more than what you should.
In conclusion, investing in a new ATS provider is a major decision that should not be taken lightly.
By considering factors such as scalability, user-friendliness, customization options, integration, reporting and analytics, support and maintenance, and cost, you can ensure that you are getting the best system for your organization’s needs.
Ultimately, the goal is to find an ATS provider that can help you streamline your recruitment process, improve the candidate experience, and make data-driven decisions to drive your organization’s growth.
Ellen Holington