Instead of using recruitment agencies, many in-house HR departments are turning to direct resourcing (i.e. doing it themselves) and with this, are acquiring their own applicant tracking system (ATS) to reduce reliance on agencies and provide a more pro-active, engaging and efficient recruitment experience for HR, Hiring Managers and candidates alike.
The return on investment can be huge if you select the right solution and provider.
There are many providers of applicant tracking software; some US based and some homegrown here in the UK. We’ve put together this top tips guide to provide a few pointers to help you select the best one for your business and needs; both now and in the future.
The first point to note is that, on the face of it, many providers seem to offer the same thing. However all applicant tracking systems are not equal and they do vary greatly in terms of flexibility, range of functionality the support that they offer, the security provided – and of course, the price!
Is the recruitment software you are looking at inherently inflexible in how you want it to work? Does it support your existing processes, so that there’s no radical need to change the way you work, whilst improving the ways in which you need to work better?
Is the applicant tracking software you’re considering a standard solution in its own right (‘off the shelf’), or is it modular where you are able to add functionality and configure the system to meet your own requirements in the future? Check carefully how easy it is to make changes and whether there are cost implications as your own business may evolve in terms of locations, users, application forms and workflows etc.
Be mindful of the future and examine how much it will cost to add on functions.
It’s worthwhile looking at how the company intends to grow and what other functions the online recruitment system can offer and what the costs are likely to be in the future.
What support is on offer? For example, is there a helpline and where is this delivered from (e.g. UK, US, off-shored)? And is this extended and available to candidates, so that they too can get technical assistance, should they need it? Are there additional charges if you want to make changes to the solution in the future and how much will it cost?
Does the applicant tracking system you are looking at appear to be easy to use or do you find it too hard to navigate around simple tasks like…
With so many well-publicised data breaches, it’s vital to review closely how secure your solution is. Personal data is a company’s responsibility and the provider will be processing and storing this on your behalf, so understanding what measures and standards your provider has in place are paramount.
Check where your data is stored. As a minimum, it should be stored within the European Economic Area but preferably in the UK. There’s an increasing concern about data stored elsewhere (including in the USA) where it may not be fully safeguarded against being accessed by local authorities.
Is the ATS provider prepared to share details of some of their clients with you so that you can ask customers directly what they think of the system? They should be more than happy to facilitate this.
This final point is an important one. In opting to implement an Applicant Tracking System, it often has an impact way beyond the resourcing team.