How To Transition To ATS Software

The following tips can make transitioning easier and may help to maximize the advantages of using an ATS.

Applicant tracking systems (ATS) have attractive benefits that are inspiring more and more companies to transition to using the systems every day. When companies see that using ATS can truly speed up the recruitment process and assist with hiring candidates that are a better fit with the company, they often begin looking into the process of obtaining and transitioning to using an ATS.

The following tips can make transitioning easier and may help to maximize the advantages of using an ATS.

Select for Success

Not all ATS are created equal, but neither are all companies. It is important for companies to dedicate adequate time and resources to researching different ATS solutions and vendors before committing to a system. Selecting a system that fits well with the company culture and image can give employee candidates an accurate window into what the company is all about.

Work with the Vendor

It is important to form a relationship with the vendor that will be providing support for the chosen ATS. Vendors can help you to get the most out of your system by showing you different features and ways to use the system. It is also a vendor priority to make sure that your downtime is as short as possible and that your transition goes smoothly, so be sure to hold the vendor to this obligation.

Integrate the ATS with HR Systems

The ATS that is selected should integrate seamlessly with existing HR systems. The ability to move applicant information into employee files and access all information from a single database can get employees into position faster, reduce errors, and generate valuable cross referencing information that can be used to improve future processes. Having systems integrated and automated can help bring companies into the future while maximizing revenues and labor dollar ROI.

Retain the Personal Touch

While ATS can help save time and money, it is essential to retain the personal touch by scheduling face-to-face interviews, making phone calls to candidates, and otherwise interacting before making hiring decisions. Some employee candidates may be tech-savvy and understand how to use the common keywords that an ATS will pick up on. Other employee candidates may not be as tech savvy and may use creative language that the ATS does not screen for during the selection process, placing more qualified candidates lower on the list.

Meeting with employee candidates face-to-face can help to give hiring managers and recruiters a better idea of how well the employee will fit with the company culture, especially when coupled with the skills and qualifications outlined in the application or resume. For companies that hire remotely, an ATS that includes or can connect to video interviewing software may help to get face time in without the travel woes.

Respond to Feedback

After transitioning to using the ATS for recruitment, it will quickly become apparent if changes need to be made in order to optimize functionality. It may also help to survey new employees to find out how smooth the application process was for them. Actively responding to feedback about the system and making changes as needed will help to circumvent problems and improve the recruitment process.

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