Guide to selecting the best ATS

Recruiting candidates who will make an immediate impact in your company is a tall order. It's even tougher when you use traditional recruiting methods. Whether you are recruiting internally for your own company or for multiple clients at a staffing agency, you need to take advantage of an easy-to-use Applicant Tracking System that automates daily workflows, streamlines social engagement, and tracks candidates through every phase of the recruiting process. Finding the right ATS can be over-whelming even for the most organised and tech savvy recruiter. Choosing the wrong software can be detrimental to your brand, and also waste valuable time and money. So before you start shifting through the long list of options, take a moment to think about your specific needs and requirements.

 

Know your budget.

When shopping for an ATS, you have to be aware of your budget and whether or not you are getting real value for a higher-priced solution. Simply put, do you need all those extra bells and whistles? Fortunately, cloud software has made it possible for small and medium-sized businesses to access software solutions for virtually any pocketbook. You should also find out if the software is priced for the number of users, number of employees or the number of job openings, resumes and applications. It is important to know these details before making any decisions because it impacts your bottom line.

Map out your workflow.

Every company and every recruiter has a unique way of posting jobs, sourcing candidates and moving applicants through their pipelines. That's why you must take time to analyze your current recruiting process and understand your business requirements before you signing up for a single trial or a demo. Are there tasks you could automate to increase productivity? Make a list of must-have features and see that the ATS you demo and eventually purchase is equipped to handle your way of working. Read product comparisons and reviews online and see how multiple products compare to one another. And remember, there isn't a one-solution-fits-all option, so don't make a buying decision based on another company.

Evaluate software.

A lot of ATS companies claim their software is easy to use and customizable for virtually any style of working. Even more claim they improve the candidate experience every step of the way. However this isn't always the case. You have to take time and evaluate multiple software solutions. Find that list of must-have features and see what software meets your requirements. Make sure you can post the job opening to multiple job boards and to your company's website. Does the software let you communicate with the candidates and clients through the recruiting process? Can you easily and quickly search through your candidate database based on specific criteria? Most cloud software vendors let you sign up for a free trial so take advantage of those offers.

Mobile Recruiting.

Recruiting has never been a nine-to-five office job. This much hasn't changed in the modern world of talent acquisition. However, thanks to cloud software and mobile apps, recruiters can access their ATS wherever they are, across multiple devices. Mobile recruiting is no longer a luxury; it's a requirement. Make sure the software you choose has a mobile version or a mobile app so you can post jobs and connect with candidates wherever you are.

Secure your data.

From cost-effectiveness to convenience, cloud software has a number of advantages that makes it increasingly popular for businesses of all sizes. However, you have to make sure your data is secure in the cloud. Applicant tracking systems contain a lot of private and sensitive information that is for you and your company's eyes only. Make sure your ATS is United States - European Union and Swiss Safe Harbor certified. You should also make sure you should encrypt your data using SSL or similar technologies.