When we are talking about a mid-size or, what is more, a big organisation, it is hard to imagine an HR department using no Applicant Tracking System/Software (ATS) or, in other words, Talent Management System (TMS). This sort of software is widely applied to keep track of a company’s job applicants and automate certain pre-selection procedures. An effective ATS helps recruiters to save their time and retrieve the right information at the right time without any risk of losing important data.
There are dozens of ATS and it is impossible to inspect all of them. We believe that such software is being developed and redesigned continuously, so almost every general review on this topic would become out-of-date very soon.
The thing that we want to do today is to provide an initial check-list that assists you in narrowing your scope of options.
Identify your company’s specifics. Are you a recruiting agency, an international corporation or a mid-size business? The crucial thing about ATS is that it should serve your particular needs as an organisation, therefore, when looking at different providers pay particular attention to those who concentrate on your business model first. Hence, take your time for some careful analysis.
Evaluate your IT-department capacity. In case you do not have sufficient IT-labour, do go for a product, which is not only once sold but also regularly supported by an external company. What is more, direct software developers know their product better than any other IT-specialists.
Assess the performance. An Unstably performing ATS carries substantial risks of data damage and loss. Ask potential providers to allow a short-term trial. Alternatively, request a presentation and check out the interface yourself. Clarify if you are testing a demo or a real system. The performance of these two differs.
Check out the usability. How to verify if the interface is user-friendly? It requires no or minimum training before you start operating it. Again, test, explore and make your own conclusion in terms of a particular ATS convenience. Importantly, question employees, who are going to use this sort of software on a daily basis, and listen to their reaction.
Scrutinise the search engine. An effective ATS should adopt credible and accurate search engines. Make sure that search results being displayed are correctly arranged right in accordance with your requests (matching the keywords and criteria you determine).
Put yourself in your applicants’ shoes. The ATS you purchase should be comfortable not only for you but for job seekers as well. The risk of a poorly-configured ATS is an applicant’s disorientation while navigating this system: getting confused and even irritated having spent much time filling in details that are to be lost. Think twice, if all the steps that your job candidate should go through are really essential. Oftentimes, simpler is better!
Qreer is global partner of one of they only recruitment software (Applicant Tracking System) with standard integrated video recruitment Clappervue. Video advances the contact with your applicants and makes you hire only the best employees. If you wish to know more you can visit their website here.
We hope that this information helps you in finding a unique ATS that meets your specific business purposes and fits into your budget.
Keywords: recruitment, recruiting , recruiter, ATS, TMS, applicants, candidates, seekers, engineers, programmers, researchers, technology, engineering, science, software, HR tips.
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