| ign="center"> | | | | key decision makers be willing to use the software |
| 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 |
| tracking software has been helping recruiting | | | | canât get over the learning curve then any |
| departments organize and optimize their hiring effort. | | | | potential 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 ârecruiting | | | | are going to purchase software to help streamline |
| softwareâ on Google. Make sure you know | | | | your hiring process, look at the situation as an |
| which type of applicant tracking system you are in | | | | opportunity to increase efficiency across decision |
| the market for. There are generally two types of | | | | makers and ultimately hire better people for your |
| ATS on the market; one for staffing firms and one | | | | company. A long-term outlook will have a more |
| for corporations. While recruiting software providers | | | | successful outcome. Take your time, get everyone |
| will make claims about servicing both sectors, it is | | | | on board and use the system. |
| always a good policy to know which system you | | | | Customization or Best Practices |
| need and making sure the provider offers a full | | | | The era of highly customizable software may be |
| service product for your needs. Once you know | | | | walking out the door. Solutions that incorporate best |
| exactly what you are looking for, look at some of | | | | practice approaches handcrafted by providers that |
| the vendors sites before making a decision to | | | | have direct experience in the recruiting industry are |
| contact their sales departments. Make sure you only | | | | more likely to decrease your learning curve and |
| contact the companies that you are seriously | | | | better serve your needs. With the best practice |
| considering. Sales people can be aggressive, so you | | | | approached the vendor is able to streamline the |
| will want to hand pick your contacts. | | | | product over multiple use cases. This feedback |
| During the initial phases of your search, try to avoid | | | | provides significantly better efficiency gains than |
| social media as a direct influence on your decision. | | | | multiple one-off products that donât directly |
| Many ATS companies employ full-time social media | | | | relate to each other. |
| marketing teams to canvas sites like LinkedIn with | | | | Whatâs the deal? |
| false testimonials. | | | | When money is tight, contract negotiation tends to |
| Know your needs | | | | lean the customerâs way. The recession |
| Once you have narrowed down your list of applicant | | | | effectively reshaped many applicant tracking |
| tracking software vendors, take some time to | | | | vendorâs pricing modules to become more |
| determine the features that are most important to | | | | customer centric. Many recruiting software companies |
| you. Put together a list of absolute must have | | | | have created extremely low risk pricing models to |
| functionality. Make sure you take into account your | | | | help attract businesses away from vendors stuck |
| changing needs in the immediate future. Does your | | | | selling their systems under per-user licensing |
| company require easy scalability and system | | | | structures. When striking a deal to purchase applicant |
| expansion or do you often experience periods of | | | | tracking software, be aware of what is out there. |
| downsizing that would require rolling back the number | | | | Always be willing to negotiate. If they want your |
| of users on the system? Donât worry too | | | | business, they will be open to different arrangements |
| much about fringe feature. While bells and whistles | | | | on support, training and implementation. Remember |
| are nice, in reality you will get the most use out of a | | | | that complicated pricing structures are generally setup |
| systemâs core features. Once you have | | | | to take more of your money every time you need |
| your personalized feature list, setup a demo and | | | | something. Watch out for vendors that bump your |
| make the sales reps walk you through the | | | | pricing each time you add a new user. Long-term |
| functionality on your list. If the vendor has direct | | | | contracts are also becoming a thing of the past. |
| experience with recruiting, often times they will come | | | | Simple, month to month pricing structures are |
| up with implementations that server your needs and | | | | inherently more honest. If you donât like a |
| simplify the process more than you expected. | | | | product and you are under a month to month |
| Once you have handpicked a vendor, take time to | | | | structure then it is easy to leave. Basically, trust the |
| kick the tires. Most ATS providers offer a free trial | | | | things that seem the most trustworthy when it |
| period. If they donât, then think twice about | | | | comes time to purchase. |
| using them. During the trial get the most out of the | | | | The more you know about the applicant tracking |
| test period; load the system with real information and | | | | market, the more likely you will be to avoid |
| actually work a few recruiting jobs with your key | | | | buyerâs remorse. Despite the pitfalls, a well |
| employees. The more actual experience you get with | | | | designed applicant tracking system is likely to improve |
| the software, the better equipped you will be when | | | | your recruiting process and decrease your cost per |
| it comes time to deciding on moving beyond the free | | | | hire. The long-term advantages of an uptick in your |
| trial. | | | | recruiting funnel are almost guaranteed to pay |
| Major Considerations When Making Your Choice | | | | themselves off. Think of it as a means to more |
| Usability | | | | effectively target the best candidates for your key |
| Does the system emphasize usability and will your | | | | positions. Remember it is all about the human capital. |