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Tips on Choosing the Right Applicant Tracking System (ATS)

Written by Phil Roebuck | August 15, 2014 | 0 Comments

reporting-on-ipadWhether you’re a candidate or a hiring manager, an applicant tracking system (ATS) will have a profound effect on your hiring process because both parties will use it.

An ATS will greatly boost the number of on-target resumes received by an employer and quicken the process, and here at Webrecruit we even have an ATS of our own.

However, the ATS that you choose needs to be easy to use for both hiring managers and candidates to avoid frustration and application drop off, respectively.

Your team should require only minimal training to use the ATS straight away – remember that the many extra ‘bells and whistles’ that vendors tend to offer will only add to the confusion.

Whether the employer is concerned with retail recruitment, office recruitment, engineering recruitment or a very different sector, the basic questions to be asked of an ATS remain the same. The recruiter needs to know that the solution is easy to set up, intuitive and does not require much maintenance.

Those involved in hiring may ask their ATS vendor whether a dashboard exists for the internal recruiter/hiring manager, whether the system can be configured by themselves and even whether it has true global functionality, being customized for the employment laws of other countries.

Recruiters may also ask to be guided through the process for candidate searching and applicant tracking, and the solution will need to be easy to use for candidates as well, given that many will simply lose patience and leave your site if they are left clicking too often or waiting too long.

Again, those clients of recruitment firms considering an ATS may ask to be taken through the application process for a candidate, in addition to asking about functionalities such as how an auto-reply can be set up to acknowledge receipt when a candidate makes an application.

As a hiring manager, you may also want to learn about an ATS’ searching and matching functionality, including whether searches are quick and accurate and the results are displayed in a logical manner.

You should find out about the search engine that is used, as well as ensuring that actual searches are performed on a live system by multiple testers.

The ATS in which you take an interest may also be accompanied by a reporting tool from the vendor, with information being provided on time-to-fill, diversity and other vital recruitment parameters.

Certain reports may be standard, while you may also have a certain amount of freedom to configure the reporting tool to enable customized reports.

There are many applicant tracking systems on the market, and to determine the most appropriate one for your own firm’s online recruitment campaign, you may have to carefully consider a wide range of parameters, from performance to ease of integration with other systems.

Careful and thorough research can help you find the most suitable ATS as a client of a recruitment agency like Webrecruit.

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