Attracting top talent with Applicant Tracking Systems
As we begin the New Year in earnest, we can start to look at the trends and patterns we expect to emerge throughout the HR profession. One area which we believe will see significant growth over the next 12 months is the use of Applicant Tracking Systems (ATS) to support and drive recruitment activities.
Whether you’re working for a global organisation or are a small business simply looking to attract the right talent for your company, using a dedicated ATS can provide you with a faster, more efficient process which will help you get your new recruits onboard faster than ever before.
But what is an ATS and what should you be looking for? Here, we discuss the benefits of incorporating an ATS and explain the different options available.
Benefits of using an ATS
Traditional recruitment practices can be both costly and time-consuming. There are many areas to consider; how to find the right candidate (who may not be actively looking for new areas of employment), how to choose the right job board, how to filter out weaker applications or even how to schedule and manage the interview process. But what if you could use one singular piece of software that would do all of this for you automatically?
An ATS can do all of this, and much more!
A well-chosen ATS can make your recruitment processes much faster and more efficient, allowing your HR department to focus on higher value-added activities.
Automation will allow you to simultaneously post adverts onto job posting systems such as Broadbean or Zoho. This will give you the opportunity to reach a wider audience, with minimal effort. You can also set pre-screening questions which may filter your application pool, allowing you to focus your attention solely onto stronger candidate matches.
As you move into the interview stages of recruitment you can automatically schedule your interviews, or you can benefit from video technology which will enable you to offer video-interviews – something which may be particularly relevant for those working with remote teams or organisations with national or international offices.
Once you’ve selected the perfect candidate, you can then use your ATS to support your onboarding process – by integrating with your existing HR systems, you can automatically pull employee data through to avoid re-keying data. request reference details, store compliance documentation and successfully manage your overall induction process.
What should you be looking for in an Applicant Tracking System?
When taking the decision to incorporate an ATS, you should think carefully about your business requirements – both for short-term recruitment, and longer-term talent-management. There are a variety of popular ATS vendors available, and businesses can choose between stand-alone software of integrated systems which will link in with your existing HRIS.
Stand alone options include vendors such as Saba, Cornerstone, or CV Mail. We also get very positive feedback from clients using iCims and Vacancy Filler.
Most HR systems have an ‘integrated’ recruitment module, e.g. Workday, iTrent, CoreHR or Sage People but often, from our experience, the functionality is not as sophisticated as a stand-alone system. However, this totally depends on the requirements of the business.
ATS Pros and Cons
There are many pros and cons for the use of both types of software, and those suggested above are just a few of the many options available on the market. If you have any questions about which option is right for you, our trained HRIS consultants would work closely with you to determine your business goals which will enable us to make recommendations.
If you’re looking to use your ATS beyond the initial recruitment phase, then we would recommend using a system which incorporates a talent management suite. Options such as Saba or Cornerstone do this effectively, as they can combine recruitment with performance management and learning and development opportunities.
For large organisations with complicated requirements, incorporating a talent management suite within your HR technology is a great way of ensuring that you are driving your talent management agenda throughout your entire business.
Not only will this continually upskill your existing employees (therefore supporting business growth) but it will also demonstrate a clear commitment to employee progression, leading to a happier and more motivated workforce.
Linking in with your existing technology
Before you choose your preferred vendor, you need to ensure that it will integrate seamlessly with your website. If applicants are applying directly, they don’t need to know that they are using a different system. You need to ensure that your brand remains consistent throughout the entire application process.
You also need to think about mobile integration of your ATS – allowing candidates to apply directly from their tablets or phones will improve the application process and provide a more favourable impression of your organisation.
Our final recommendation before integrating an ATS is to ensure that your chosen vendor is fully GDPR compliant. You must be confident that any vendor is handling candidate data in accordance to the new directive which will come into effect in May 2018.
If you are keen to find out more about Applicant Tracking Systems and would like some impartial advice as to which software is more suitable for your business needs, why not call one of our specialist consultants?
Thanks to our knowledge of the whole market, we can explore the different options available and recommend the ideal solution for your business.