| Hiring is critical to business success across all divisions | | | | for collaboration? More often than not, usability is |
| and all industries. Well run companies consider human | | | | significantly more important than other features. If |
| capital their primary asset. For years, applicant | | | | your recruiters love it, but your hiring managers can't |
| tracking software has been helping recruiting | | | | get over the learning curve then any potential |
| departments organize and optimize their hiring effort. | | | | efficiency gains are already out the window. |
| As we emerge from the recession, hiring is coming | | | | Short-term or Long-term |
| back into style. If your company is looking to | | | | One of the major mistakes that companies make |
| upgrade their recruiting program, new applicant | | | | when purchasing applicant tracking software is to |
| tracking software is a great way to improve your | | | | consider the product a short-term solution. Maybe |
| process. Here are some tips to avoid any pitfalls | | | | there has been some heat from the upper |
| during the buying process. | | | | management and the recruiting/HR departments |
| Getting Started | | | | want to show they are solving the problem by |
| As with many purchasing decisions these days, the | | | | buying software. This short-term outlook generally |
| internet holds many of the answers. Get the ball | | | | leads to underutilization and long-term failure. If you |
| rolling by searching for "recruiting software" on | | | | are going to purchase software to help streamline |
| Google. Make sure you know which type of applicant | | | | your hiring process, look at the situation as an |
| tracking system you are in the market for. There are | | | | opportunity to increase efficiency across decision |
| generally two types of ATS on the market; one for | | | | makers and ultimately hire better people for your |
| staffing firms and one for corporations. While | | | | company. A long-term outlook will have a more |
| recruiting software providers will make claims about | | | | successful outcome. Take your time, get everyone |
| servicing both sectors, it is always a good policy to | | | | on board and use the system. |
| know which system you need and making sure the | | | | Customization or Best Practices |
| provider offers a full service product for your needs. | | | | The era of highly customizable software may be |
| Once you know exactly what you are looking for, | | | | walking out the door. Solutions that incorporate best |
| look at some of the vendors sites before making a | | | | practice approaches handcrafted by providers that |
| decision to contact their sales departments. Make | | | | have direct experience in the recruiting industry are |
| sure you only contact the companies that you are | | | | more likely to decrease your learning curve and |
| seriously considering. Sales people can be aggressive, | | | | better serve your needs. With the best practice |
| so you will want to hand pick your contacts. | | | | approached the vendor is able to streamline the |
| During the initial phases of your search, try to avoid | | | | product over multiple use cases. This feedback |
| social media as a direct influence on your decision. | | | | provides significantly better efficiency gains than |
| Many ATS companies employ full-time social media | | | | multiple one-off products that don't directly relate to |
| marketing teams to canvas sites like LinkedIn with | | | | each other. |
| false testimonials. | | | | What's the deal? |
| Know your needs | | | | When money is tight, contract negotiation tends to |
| Once you have narrowed down your list of applicant | | | | lean the customer's way. The recession effectively |
| tracking software vendors, take some time to | | | | reshaped many applicant tracking vendor's pricing |
| determine the features that are most important to | | | | modules to become more customer centric. Many |
| you. Put together a list of absolute must have | | | | recruiting software companies have created |
| functionality. Make sure you take into account your | | | | extremely low risk pricing models to help attract |
| changing needs in the immediate future. Does your | | | | businesses away from vendors stuck selling their |
| company require easy scalability and system | | | | systems under per-user licensing structures. When |
| expansion or do you often experience periods of | | | | striking a deal to purchase applicant tracking |
| downsizing that would require rolling back the number | | | | software, be aware of what is out there. Always be |
| of users on the system? Don't worry too much | | | | willing to negotiate. If they want your business, they |
| about fringe feature. While bells and whistles are nice, | | | | will be open to different arrangements on support, |
| in reality you will get the most use out of a system's | | | | training and implementation. Remember that |
| core features. Once you have your personalized | | | | complicated pricing structures are generally setup to |
| feature list, setup a demo and make the sales reps | | | | take more of your money every time you need |
| walk you through the functionality on your list. If the | | | | something. Watch out for vendors that bump your |
| vendor has direct experience with recruiting, often | | | | pricing each time you add a new user. Long-term |
| times they will come up with implementations that | | | | contracts are also becoming a thing of the past. |
| server your needs and simplify the process more | | | | Simple, month to month pricing structures are |
| than you expected. | | | | inherently more honest. If you don't like a product |
| Once you have handpicked a vendor, take time to | | | | and you are under a month to month structure then |
| kick the tires. Most ATS providers offer a free trial | | | | it is easy to leave. Basically, trust the things that |
| period. If they don't, then think twice about using | | | | seem the most trustworthy when it comes time to |
| them. During the trial get the most out of the test | | | | purchase. |
| period; load the system with real information and | | | | The more you know about the applicant tracking |
| actually work a few recruiting jobs with your key | | | | market, the more likely you will be to avoid buyer's |
| employees. The more actual experience you get with | | | | remorse. Despite the pitfalls, a well designed applicant |
| the software, the better equipped you will be when | | | | tracking system is likely to improve your recruiting |
| it comes time to deciding on moving beyond the free | | | | process and decrease your cost per hire. The |
| trial. | | | | long-term advantages of an uptick in your recruiting |
| Major Considerations When Making Your Choice | | | | funnel are almost guaranteed to pay themselves off. |
| Usability | | | | Think of it as a means to more effectively target |
| Does the system emphasize usability and will your | | | | the best candidates for your key positions. |
| key decision makers be willing to use the software | | | | Remember it is all about the human capital. |