Research conducted by Jobscan found that 98% of Fortune 500 companies use applicant tracking systems (ATSs), and a Kelly OCG survey estimated 66% of large companies and 35% of small organizations also rely on ATS software.
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So, organizations of all shapes and sizes are beginning to rely on ATSs, which is part of a growing trend in recruiting. But should your organization rely on ATSs?
If you want your organization to use ATSs efficiently, here are five things that you’ll want to consider first.
1. Organizational Profile and Goals
When researching potential ATSs, consider your organization’s size and business goals, as well as its budget. For instance, if you work for an enterprise, will the ATS software vendor you’re considering be able to meet your organization’s needs and demands?
Or, if you work for a smaller organization, will the ATS vendor you work with be able to customize some of your preferences, offer flexible monthly payments, scale alongside your organization, or offer additional user manuals and resources?
2. Technical Capabilities and Tools
Consider whether an ATS will be able to easily integrate with your existing HR, learning and development (L&D), and business systems. Also, determine if it’s based in the cloud or on-site and what technical requirements it will have.
In addition, consider what tools it will offer and whether it will be easy to use by both employees and external users. For example, will it have searching and matching capabilities, reporting capabilities, or live support features? And will it be easy for job applicants to use and navigate?
3. Social Media and Sharing Capabilities
Discover what social media sites an ATS will allow you to access and use for listing job postings. And determine if they charge per job posting. Also, discover whether the ATS software will allow jobseekers or recruiters to share job postings on social media or via e-mail with other individuals who might be interested in one of your organization’s job openings—or in learning more about working at your organization.
And consider whether the ATS will help your organization develop an internal applicant pool with employee references and referrals.
4. Reporting and Data Capabilities
See if your organization will be able to access applicant reporting via the ATS you’re considering. Will you be able to easily access and see things like how many applicants each job posting receives, where they’re coming from online or internally at your organization, how qualified they are, etc.? And will your organization be able to easily download and retain all its applicants’ data for archival and future use?
5. Customer Reviews and Ratings
Above all else, weigh reviews and ratings left by other customers who are using or have used the ATS you’re considering. Are they satisfied with the support they receive? Do they think that the ATS is easy to use and implement? Did they receive positive results once they implemented it?
Consider the five fundamentals above to help you select the right ATS for your organization.