Implementing a New ATS? Follow These 5 Tips.

Posted by James Bellew on Thu, Feb, 16, 2017 @ 08:02 AM

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Selecting a  quality applicant tracking system (ATS) that meets your needs is critical for improving your talent acquisition process and results. But if you don’t implement it successfully, even the right ATS technology won’t be much help.  

In this post, we provide five tips that will help you successfully implement a new ATS, enabling you to both get the most value and avoid headaches.  

1. Check vendor references BEFORE negotiating and signing a contract. As part of this reference checking, be sure to ask about the implementation experience. A few questions you might consider asking include:

  1. How difficult was implementation?
  2. How well did the ATS integrate with other software? (This is particularly helpful if the reference uses other software you also use.)
  3. How helpful was the provider with implementation?
  4. What suggestions do the references have based on their implementation experience?

2. Carefully prepare for implementation, including deciding which data to bring over from your old ATS. There’s a famous quotation by Benjamin Franklin: “By failing to prepare, you are preparing to fail.” Avoid unnecessary implementation problems by being prepared and organized. An important part of this is determining which data you will bring over from your old ATS, and which you won’t. The amount of data you bring over often impacts the length of your implementation process.

3. Test your new ATS. Ensure that it meets your specifications and expectations. Verify you’re getting what you’re paying for—that your new ATS lives up to what you’ve been promised and seen during demos. As part of this, ensure the ATS integrates properly with other software you use. Lackluster integration is a common source of frustration. Don’t let it happen to you.

4. Get users trained fully and effectively on the ATS. This includes recruiters and hiring managers, but also others who will be using it. Ensure they know how to use features and functionality that are important for getting the most value from your new ATS. Those great reporting capabilities don’t do much good if users don’t know they exist, or don’t know how to access or use them.

5. Keep refining after beginning use. Take advantage of valuable updates the provider makes to your ATS. Especially with best-in-class ATSs, taking advantage of new capabilities is key to getting more value. Additionally, give existing users training refreshers as necessary, and ensure new users are trained fully.

Follow these tips. They should help your organization implement your ATS successfully, and help you get great results from the start. 

Are you considering changing to a new ATS? Before you make such an important decision, download “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).It will help you make a smart decision. 

 

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

Selecting Your New ATS: Best-in-Class or End-to-End?

Posted by Mark Jackson on Tue, Jan, 31, 2017 @ 14:01 PM

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One of the most important choices employers face when deciding on a new applicant tracking system is: Do we want a best-in-class (aka best-of-breed) solution, or an ATS that’s part of an end-to-end system? 

It’s an important choice because best-in-class solutions and end-to-end systems have clear advantages. If you make the right choice for your particular needs, there’s a good chance you’ll be happy with the ATS you select. Conversely, if you make the wrong choice, you’re much less likely to be happy to be satisfied with your new ATS. 

Below are primers on understanding best-in-class ATSs versus ATSs that are part of end-to-end systems. 

Primer on Best-in-Class ATSs

These ATSs are dedicated to best-in-class performance and user experience. They integrate with other software solutions that manage post-hire needs, such as training and payroll. 

The advantages of using best-of-breed ATSs include:

  • Greater innovation and more dynamic—potentially creating a competitive advantage
  • Easier to specialize and customize
  • More rapid upgrades

Primer on ATSs That Are Part of End-to-End Systems

End-to-end systems (aka “suites”) are when individual vendors provide all of your HR technology needs, from recruiting software to training to payroll. The ATS is one component of the end-to-end system you use. 

The advantages of using end-to-end systems include:

  • Simplicity
  • Only one vendor
  • Few, if any, integrations required

Which Is the Better Choice?

In recent years, there has been much discussion and debate about whether best-in-class or end-to-end systems are better. It’s a debate without a winner to date. In fact, according to a 2016 Ernst & Young HR technology survey, the percentage of organizations that use best-in-class software is roughly the same as those that use an end-to-end system. 

As noted earlier, however, making the right choice for your particular needs is highly important. For example, if you’re having trouble sourcing and hiring the talent you need, moving to a high-quality best-of-breed system—thanks to greater innovation and customizability—could be a difference-maker. 

The Rise of Easier Integration

One of the biggest HR technology developments in recent years is that integration has become much easier. In fact, more and more best-of-breed software products are even offering a variety of plug-in integrations with other best-of-breed software. Analyst Ward Christman told TrustRadius, “I'm seeing a huge shift towards partnering to meet customer and market needs. This path is becoming easier thanks to better standards and connectivity via APIs and data interchange hubs, with additional ‘alliance building’ resources coming soon to support this need for collaboration.” 

Another analyst, Bryan Wempen, added, “I don't feel like a shift from specialized to suites is happening, actually just the opposite. I see specialization as the trend with a focus on features for interpretation of data and analytics about everything talent.” 

It will be interesting to see if improved integration impacts the best-in-class vs. end-to-end system debate. 

Considering a new ATS? Be sure to download “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: applicant tracking system, ATS, recruiting, integrated recruiting system, cloud based applicant tracking system, cloud based ATS

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

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