Here are a few steps that can help assist in selecting an applicant tracking system to fit the recruiting needs of an organization:

  • Identifying the requirement and use of ATS- Before selecting a vendor one needs to figure out what problems can be solved best by an ATS and who on the staff will be utilizing the software. This actually comes down to the usability, this is so because the ATS ultimately chosen is the one that the staff members should find simpler to learn and use on a regular basis while eliminating some of the greatest everyday headaches.
  • EEO Compliance- If decided to purchase an ATS, to help streamline the recruiting needs as a whole, one needs to consider how the applicant tracking software can also help to facilitate the EEO compliance. For this, one would like to look out for features, which will make it easier, like the ability to acquire data from the candidates directly and ability to present a reason for the non-selection of a candidate.
  • Customization & Interdependency- An ATS can, not just help keep the data secure and organized but also post directly to job boards or allow the creation of custom fonts to screen applicants for a position. It also has the ability to create emails so that one can keep the applicants and candidates informed about the hiring processes and keep track of the applicant status.
  • Method Specifications- There are also present Applicant Tracking Systems that are industry specific such as the health care industry or social media recruiting. If specification hardly matters then one must not consider these types of solutions.
  • No Complete Dependency On ATS- Do not completely rely on ATS, just because it is present does not mean it is 100% reliable. According to a research study, ATS can seize over 75% of a candidate’s chance of landing an interview by misreading a resume. Although it can make selections and assortment simpler, exercising the human judgment, and practicing it often is the right way to attain great candidates.

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