First Step for Selecting a New ATS: Understand Why You Dislike Your Current One!

Posted by Sean Pomeroy on Wed, Jan, 11, 2017 @ 09:01 AM

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You’ve decided to replace your applicant tracking system (ATS). 

Now what? 

Here’s the first thing to do. Before rushing out into the marketplace, take the time to understand your dissatisfaction with your current ATS, and what you want a new ATS to achieve. Understanding exactly why you’re dissatisfied will actually help frame and guide your ATS purchasing decision. 

How do you understand your dissatisfaction with your current ATS? Here are two ways:

  • Think about the root issues, frustrations and innovations that are driving you

to consider switching to a new ATS.

  • Take your current processes and chart out the missing pieces, problems and

bottlenecks, and focus on how you would like a new ATS to address those areas, while not taking away from the existing functionality you would like to retain. 

Next, consider the impact the right new ATS would make in the problem areas you identified, and the potential return on investment. Examples of the ROI may include:

  • Improved average time and cost to fill positions
  • Faster, more accurate hiring—avoid losing top-tier candidates to

competition, and lower turnover due to more accurate hires.

  • Bottlenecks that were once a time drain are no more, allowing more time for

higher valued tasks

  • Improved candidate experience

 Going through this process will go a long way to help you determine the best ATS to achieve your goals. So don’t skip it. 

Considering switching your ATS? Make sure to first read “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” Download the article to learn how you can select the right ATS for your needs, and implement it successfully.  

Tags: ATS, cloud based applicant tracking system, cloud based ATS, applicant tracking system

7 Advantages of Using a Cloud-Based Applicant Tracking System

Posted by Kimber Crumlish on Wed, Dec, 07, 2016 @ 08:12 AM

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As noted in a TechCrunch article, there’s “little doubt … that nearly every business and every industry is running on software delivered as online services.” 

In HR technology, the spread of cloud-based software continues in full force. According to Gartner, spending on cloud-based HR software will be 50% or more of total HR technology spending by 2017. 

The reason for the proliferation, of course, is cloud-based software has some significant advantages. For example, as detailed in our new article, “5 Questions to Ask When Switching Applicant Tracking Systems (ATS),” a quality cloud-based ATS has the following seven advantages over a traditional on-premise system: 

  1. Access anywhere and anytime. On-premise systems require HR, recruiters and hiring managers to be on-site, but cloud-based systems allow them to retrieve data wherever they’re working, seven days a week, 24 hours a day.

  2. Easier implementation. Because there’s no on-premise system to install/implement.

  3. Reduced IT, capital expenses. There’s no on-premise system to implement or maintain.

  4. Get upgrades quickly. Upgrading an on-premise system can take time and be a significant technical concern, so much so that many companies forego updates. With cloud-based systems, the upgrades are handled by the provider, meaning you get quick, easy access to useful new features.

  5. Integration with other software. Cloud-based systems are becoming easier and easier to integrate with other software, facilitating integration with online job portals, career sites and other SaaS applications. This allows you to access more talent, and to connect your recruiting and HR processes without using an all-in-one system.

  6. Improved user experience. Not only are quality cloud-based systems customizable for employers’ specific needs, but also having the current version eases training and customer service.

  7. Shorter-term commitment. With on-premise systems, the work associated with setting up on-site hardware and software is a major enough task that you want any ATS you use to last for years. 

If you’re considering switching your ATS, consider downloading “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” It will help you select the right ATS for your needs, and implement it successfully. 

Tags: ATS, cloud based applicant tracking system, cloud based ATS, applicant tracking system

The First Key Step to Successful Talent Acquisition

Posted by Sean Pomeroy on Thu, Jun, 02, 2016 @ 07:06 AM

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Employers who want to improve their talent acquisition should take note of these statistics from two recent Aberdeen Group reports: 

  1. 47% of respondents in the “An Employee-Centric Digital Workplace” report said they have trouble sourcing enough qualified candidates.
  2. According to the “Best Practice: Use Modern Recruiting to Stay Cutting Edge report, best-in-class organizations are 55% more likely to proactively build and expand their candidate pipelines, regardless of current hiring needs. 

These figures show you need to focus on quality sourcing and building a strong talent pipeline. In fact, doing so is the first of our “4 Key Steps to Successful Talent Acquisition.” Let’s take a closer look. 

Sourcing

Quality sourcing may not win the war for talent for your company but poor sourcing sure can lose it. In the talent acquisition process, if you source the wrong candidates, your efforts are doomed from the start. If you don’t source enough of the right candidates, you’ll struggle to consistently fill your talent needs. 

Two important elements of quality sourcing are:

  1. Tracking and measuring your talent sources
  2. Effective recruitment marketing

Tracking and measuring the performance of your talent sources (internal referrals, external recruiting partners, social sites, job boards, corporate career sites) is critical because it’s the only way to optimally focus and adjust your sourcing efforts and budget. 

As for effective recruitment marketing, communicating intriguing messages about your organization and your culture to candidates and potential candidates helps attract more candidates while also making candidates eager to join your organization. In fact, employers worldwide are recognizing the importance of recruitment marketing. According to LinkedIn’s Global Recruiting Trends 2016 report, 59% of respondents are “investing more in their employer brand compared to last year.” 

Talent Pipeline

Another essential part of finding and hiring the right people (those with the specific skills, qualities and capabilities your organization needs) is knowing exactly who’s in your talent pipeline. This includes both internal talent and external candidates.  

Internal talent—Your organization may have a surplus of some skills, qualities and capabilities, and a shortage of others. By understanding your internal talent pipeline, you’ll know which positions you have the bench strength to fill internally, and you’ll identify skills shortages that you need to fortify before they become major problems.  

External Candidates—By maintaining a strong candidate pipeline, you’ll always have a pool of qualified talent that you can use to fill positions when they open, reducing time to hire and increasing your quality of hire.  

Modern Talent Acquisition Software Can Help!

Modern talent acquisition software is a great tool for improving your sourcing and talent pipeline. 

Sourcing: It enables you to efficiently and effectively track and measure your talent sources. You can see the quantity and types of candidates you’re receiving, the talent sources they came from and identify trends. You can also evaluate the effectiveness of individual job postings—as software can show you the candidates being attracted and how far those candidates made it through the hiring process.  

Talent pipeline: Modern talent acquisition software empowers you to track your current employees’ skills and abilities, helping you identify both quality internal candidates and skills needs in your organization.  

The result is you can access and evaluate data that will help you make more informed decisions and identify high-quality candidates. 

For more sourcing and talent pipeline tips, and to learn other important steps for improving your hiring, read our new article “4 Key Steps to Successful Talent Acquisition.”

Tags: best candidates, Hiring, applicant tracking system

How the Right ATS Improves Candidate Experience

Posted by Mark Jackson on Fri, Nov, 20, 2015 @ 07:11 AM

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According to a recent report from Software Advice, nearly 26% of recruiters said using an applicant tracking system is one of the top contributing factors for applicants having a good candidate experience. A good applicant tracking system allows your company to guide every candidate through your hiring process from beginning to end with ease. Unfortunately, not every company can take advantage of this streamlining, and it costs them money and candidates. And of course, some systems are better than others. So as always, it’s important to ask the right questions about your applicant tracking system to see if it’s your process or your software that’s making your organization’s candidate experience terrible.

 Is your ATS simple?

A good ATS is simple and to the point. It helps guide applicants through the process, and makes it as easy as possible. At its best, an applicant tracking system is invisible. The last thing you want your ATS to do is to be overcomplicated, confusing and an extremely long process for the candidate, making applicants focus on the how of application process rather than the why. A recent study showed that almost 49% of candidates think extremely long applications were a major deterrent to applying for the position. If your applicant tracking system makes applying more complicated than it should be, drop it. A great ATS should be as easy to navigate as a consumer website, why isn’t yours?

Tweet This: 49% of candidates think extremely long applications were a major deterrent.

Is it Effective?

In order to have the best candidate experience, your ATS needs to do what it sets out to. For your applicant tracking system to be effective, here’s what it needs to have: requisition management, automated workflow, applicant-facing tools, pre-screening, scoring and compliance. Analyzing your current situation, your job posts, and how your ATS feeds into the rest of your hiring process can allow you to improve every part of hiring, but only if your ATS can deliver on its part of the bargain. If you feel like you have to work around your applicant tracking system instead of with it, it’s not effective. Once every element of your hiring (including your ATS) works in harmony, every part of your hiring will end up benefiting. Ask your new hires how they feel about your applicant tracking system and be ready to process their honest answers.

Tweet This: For your applicant tracking system to be effective, here’s what it needs to have:

Is it convenient?

Have you ever been to the hospital, reached the front desk to tell someone your emergency, then, once you finally reach the emergency room, the nurse asks you what’s wrong? And then, once the doctor finally comes to check on you, they also ask you what’s wrong? It’s frustrating to have to repeat yourself, especially when you’re in need of dire care. When something like this happens, all you can think to yourself is, “are these people even talking to each other?” It’s incredibly frustrating annoying, and while hospitals may have their reasons for the lack of communication, the amount of time they waste in treating a patient is all the same. 

Why treat your candidates the same way? After being questioned so many times about who they are and what they do and having to fill in the same information over and over, it shouldn’t come as a surprise that your candidates are dropping out. A recent study showed that companies saw a drop out rate as high as 48% because of a complicated applicant tracking process. Don’t do this to your candidates. It will decrease your talent pool and give you bad reputation as an employer. You need every advantage you can get as an employer looking for talent, and anything keeping you from top talent needs to go.

Tweet This: Companies saw drop out rates as high as 48% because of complicated ATS processes. 

If your current ATS isn’t your company’s standards for hiring and it doesn’t make anything easier for the candidate it may be time to look into a new solution. Your ATS is a key part of your hiring process, so don’t let your current one cost you candidates and your company money. Instead, a good applicant tracking system should expand your talent pool by giving your candidates the most optimal experience. Not sure where to look? Visibility Software’s applicant tracking system is a great place to start.

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Tags: candidate experience, applicant tracking system

5 Things to Consider Before Purchasing an Applicant Tracking System

Posted by Mark Jackson on Wed, Aug, 19, 2015 @ 08:08 AM

You’ve finally decided to take the plunge and get an ATS. Good for you! With all of the different applicant tracking system vendors out there, it can be hard to know what to look for. There are a plethora of platforms, and picking the one that’s right for your company has to be right for the recruitment team and the business needs as well. However, we’ve found that many organizations ask the same questions, so we’ve created our own list of questions to consider when purchasing an ATS.

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Is it Automated?

An ATS will sift through all of your candidate resumes and bring you the best ones, and some will even send pre-written polite rejection emails to the ones who didn’t make it to your desk. But that’s not what we mean by autonomous. Some ATS rely on cooperation between management and the hiring team in order to sign off on requisitions. Because companies know about 80% of the positions they’ll have to fill each year, it’s best to let the hiring teamwork autonomously, using your company’s ATS to help them out. 

 

Is it Simple?

An ATS can have all the bells and whistles — if it’s too intricate or difficult to manage, it’s not going to be the most efficient product for your team, or your candidates. A good ATS won’t overload the hiring team or candidates with hoops to jump through or special features they never really use, no matter how much it can do. Candidates specifically don’t react well to complexity, with 48% of them dropping out of the process if it’s too cumbersome. So when you’re browsing the features of an ATS, make sure simplicity is one of them.

 

Tweet This: If your ATS is too difficult to manage, it’s not going to be the most efficient product for your team.

 

What Else Can it Do? (Onboarding)

Of course, you don’t want to get cheated on other features, too. “Simple” and “versatile” don’t have to be mutually exclusive. You can investigate what other benefits an ATS provides. Many offer some sort of other hiring feature, such as training, onboarding or mobile integration, since 9 out of 10 job seekers plan to use their phone to apply for a job within the next 12 months. Make sure you’re looking for these features, since you want your applicant tracking system to be simple and easy to access.

 

How Aggressive Is it?

Depending on your recruiting workload, the size of the company, and the position, you may need a more or less aggressive ATS. What do we mean by “aggressive?” How many applicants, on average, get through your ATS before moving on to the next step in the process. In some cases, companies make the application a little longer on purpose, since 53% of HR professionals believe it helps remove uninterested candidates from the process. Does that sound right for your business?

 

Tweet This: 53% of HR pros believe making the application longer helps remove uninterested candidates from the process.

 

Can it Help With Interviews?

Speaking of candidates, you may want your applicant tracking system to offer a smooth transition from the application to the interview. After all, these dual-sided conversations are part of the larger  application process, so integrating the two into the same system is a no-brainer. If your applicant tracking system can help sort through resumes and set up interviews with the candidates who do make it through, it saves you the time of having to prop open your favorite calendar app and do it yourself. This is a fairly simple step for an ATS to implement, and should be another common feature you look out for. 

Your own business needs require you to think about a number of things. How does the software scale with more hires? What sorts of access privileges does it allow candidates? But the five above are some of the most common considerations we see across the board, and they should be what’s on your mind as you shop for an ATS system. But don’t worry: once you have your checklist, the shopping process will be much easier. Fun, even! Good luck! 

Need an ATS that’s simple, lets you make requisitions on the fly and integrates into your interviewing schedule? Then try out Cyber Recruiter, Visibility Software’s applicant tracking system, which lets you schedule interviews and sort through applicants with ease. Sign up for a demo today!

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Tags: applicant tracking system