I firmly believe you must know your hiring needs well before choosing the best ATS for your business. Hiring goals can be many and varied. But having said that, no matter what your hiring goals are, you cannot accomplish any of them without an effective Applicant Tracking System.
There are many ATS out there. Picking the right one can be tricky. But these questions might come-in handy for shortlisting the best ones for you.
The pricing plan of the ATS
The price of most ATS depends on the number of users. Do the math. If you don’t want complexity, look at ATS vendors that provide a flat weekly, monthly, or yearly rate. Beware of the added costs that fall under the Asterix.
The level of ease for you and the applicant to get through the system
How tough or easy is the management of applications on the system? How simple is it to create a job and monitor what is happening on it? How to check the status of applicants and how far they are in the pipeline? How seamless is the navigation, and will it require specialized training for HR and recruiters in your organization? All of these are essential questions to ask.
How easy is it to deploy?
Often, the interface can be fancy looking, but they end up being a nightmare to deploy. The best ATS is one that focuses on seamless integration and is not tech-heavy. Users of the Applicant Tracking System within your company may have varied tech-familiarity. The system should be easy to use by all of them.
What are the branding options?
ATS provides much space to promote your organization. The best ATS can create a career page customized to look like your website. The application process must speak in the same way the other communication tools talk to the applicants.
What email templates are provided?
The best ATS will be able to provide you with email templates to assist your process, as there will be multiple emails exchanged over time. Templates make the process easier. They must be easy, intuitive, and cover all aspects of the hiring journey.
Can the ATS integrate with other tools?
The Applicant Tracking System must be able to integrate smoothly with other recruitment tools like video interview tools and skills assessment tools. Check if they provide APIs to integrate with other productivity tools of HR. This will help you operate easily from one single interface.
How good is their support system?
Humans make machines, and humans make errors! Check how to get help, how much will be received, when the help arrives, and whether it will be on-site or online – these are all relevant questions to ask. ATS is, after all a technology that needs tweaks and upgrades while it is being implemented in an environment.
As a recruiter, you must ask a lot of relevant questions to arrive at the best ATS for your organization.
Do you want to know whether your shortlisted ATS supports all the productivity tools? Hit me up with a question and I will get my team to address them.
- Body Language and Expression: How to use them to Identify Blindspots during Hiring? - October 12, 2020
- How Cloud-based Workflow Management can Increase Recruitment Efficiency? - October 12, 2020
- How can Small Businesses Make Recruiting Affordable? - October 12, 2020