recruiting, reporting and communication processes.
“Consider functionality through the
eyes of all stakeholders, not just your
recruiting and HR team,” Srinivasan
At a minimum, functionality should
be “seamless, intuitive, straightforward
and accessible for all users whether
they’re on desktop or mobile,” she
Features and functionality should
follow hiring need. For example, if your
company’s primary goal is filling hard-to-fill roles, a TA system should allow
for active sourcing and integration of
preferred sourcing tools, says Bruce
Richards, a sales engineer for SmartRe-cruiters, a San Francisco-based recruiting soft ware vendor.
In addition, the application process
should be accessible and easy to use, so
evaluate demos and systems from the
perspective of job applicants. An application process that takes 30 minutes or
longer to complete will turn off job seekers, Srinivasan says.
Other experts argue that anything
longer than five minutes will turn off
Millennials and others who apply via a
Step 3: Explore Integration
Any new TA system must fully integrate
with existing HR software to provide the
“Employers often purchase several
solutions for their HR needs—to source
candidates, conduct background checks,
perform assessments, collect references—
so without a system of record to provide
strong integrations between these solutions, it can be a disjointed experience,”
says Susan Vitale, chief marketing officer
for Matawan, N.J.-based recruitment
software provider iCIMS.
Ask your ATS provider if it already
has integration with one of your preferred vendors and if it can set up a
Lagunas also recommends inviting
recruiters and hiring managers who will
be using the system to join the conversation and to sit in on any demos.
Step 4: Ace Implementation
Making changes after implementation
can be time-consuming and expensive. So, as part of the vetting process,
ask vendors for their client success
metrics and query references about
their implementation experience. Ask
other users about any difficulties they
encountered during implementation
and how helpful the provider was during the transition.
“Make sure your talent acquisition
system provider sets you up with your
own implementation specialist,” Srinivasan says.
It’s also important to identify key factors that may affect your implementation timeline, Maughan says. “Things
like your legacy system’s contract end
date and major recruiting events on the
horizon, like campus recruiting season
or a major head count expansion, may
impact your team’s bandwidth,” she
Taking the right steps at the right
time can mean the difference between
being delighted or dissatisfied when
upgrading your ATS system.
Roy Maurer is an online writer/editor for
SHRM who focuses on talent acquisition.
HR should query vendors about basic features and functionalities when looking to
upgrade an applicant tracking system (ATS) or deploy a whole new talent acquisition system, according to Susan Vitale, chief marketing officer for recruitment
software provider iCIMS. This includes asking about:
Automation. A good system will eliminate redundant manual data entry,
which can help to drastically reduce time spent filling open positions and allow HR
to manage its time more efficiently.
Configuration. The system of record should be versatile enough to fit users’
needs and preferences, such as changing workflows and generating customized
Robust search and reporting. Your ATS should enable you to keep a pulse
on the metrics that are most meaningful to your organization, in real time.
User experience. Your vendor should provide ready customer support, ranging from implementation and help desk support to project management.
Strong integration. The system should make it easy for HR to manage and
oversee recruiting, hiring and analytics.
Recruitment marketing. Many products have candidate relationship management tools that can maintain a talent pipeline for future hiring.
As part of the
ask vendors for
their client success
VIEW our guide to comparing ATS solutions at: www.shrm.org/ATS-buyersguide