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Part Three: What Does Your ATS Say About Your Organization?

Posted by Natalie Pike on October 23, 2014

by Lizz Pellet, Culture Guru at The Good Jobs

How to Choose and Implement an ATS

Does the system have at least 80% of the features that you think you will need?

Can it produce the reports you need? Can it integrate with your HRIS system? Can the vendor give you examples, and will that cost be part of the quote?

Has the vendor installed the system in another organization of a similar size to yours?

Can you call up some of those customers and talk to their recruiters? Has the implementation gone smoothly? Were there minimal hidden costs? If not, forget the vendor. Some vendors, who are often highly regarded in the press and have innovative concepts, lacked the ability to execute. Features are of no values without execution.

What is the vision and growth strategy of the vendor? 11943716_l

Do they have the leadership and foresight to stay a market leader? You want to go with a vendor who has been around for a while and has weathered this economic downturn successfully. Do they listen to you and respond promptly to needs and problems? In my experience, customer support and follow up are the most frequently cited reasons for unhappiness with an ATS.

Are you in control of the selection process? 

Partner with your internal IT group, but don’t let them lead. Internal IT groups are trying to juggle many priorities and you are just one of them. They are always going to be focused on the technical side, not on the functional side of the product.

Not all ATS are created equal, but regardless of what ATS you use, I suggest you take the time to have your own candidate experience and apply for a job at your organization today. You might just be surprised at what you find and I hope it’s a pleasant surprise.

*This is the final piece of the guest blog by The Good Jobs

 

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Natalie Pike

About the Author

Natalie is Hireology's Inbound Marketing Coordinator. Her favorite topics to write about are how to hire millennials, building a strong company culture, and employee engagement. She is a Purdue University graduate (Boiler up!), social media junkie and avid iced coffee drinker.