4 Reasons Your Choice of ATS Might Be Holding You Back

Selecting the right recruitment software for your business isn’t an easy task; the market is full of different options, ranging from basic candidate shortlist managers to comprehensive, feature-packed Applicant Tracking Systems (ATS).

When you’ve made your selection and you’re up and running on your software of choice, you might feel like you can breathe a sigh of relief. However, what happens if it’s not all you hoped for?

Whether you’re having doubts about your new ATS or fear your company may have outgrown your existing software, here are four of the most important signs that suggest your choice of ATS is hindering your hiring efforts, rather than helping them:

1. It offers a poor candidate experience

HR and recruitment functions should place the candidate experience at the heart of what they do. No matter how useful your ATS is for your team, if it offers a poor candidate experience then you will likely experience problems, such as lower application volumes and negative comments from potential applicants who have issues applying for your roles.

Remember, technology is meant to make the recruitment process easier both for you and your candidates, so it’s important that your ATS is candidate-centric.

If you are considering switching to an alternative ATS supplier, or you’re investing in software for the first time, don’t forget to ask about the applicant journey and how candidate-facing assets may appear during your demos.

2. It’s too expensive

With many companies looking to reduce costs following the Covid-19 pandemic, it’s a good time to consider whether your recruitment software really offers true value for money.

If your tech is draining your recruitment budget, consider whether you’re using all the functionality available within your ATS. If not, it might be time to look at other, more cost-effective options.

3. It’s difficult to use

Getting buy-in from your team to use your ATS can be troublesome enough, even with the easiest of systems to use. However, the more complex your technology is, the more likely it is that your hiring managers will resist using it.

To maximise usage of your software with hiring managers, it’s important that your recruitment software is intuitive and backed up by a good level of support from the vendor. If it’s clunky and cumbersome, it might be time to seek an alternative supplier.

(Read more: Engaging Hiring Managers With Recruitment Technology)

4. It doesn’t work with your other software

The best software should link together – if you’re using a separate HR system or onboarding software alongside your ATS, it’s important that they’re talking to eachother. Siloed processes and systems are a huge drain of time and money; make sure you sync up your software via APIs and integrations and let them speak to eachother.

Alternatively, find an ATS that offers additional capabilities to manage all hiring processes within one piece of technology; Webrecruit ATS, for example, has an in-built onboarding module.

Looking to explore alternative Applicant Tracking Systems? Book your demo of Webrecruit ATS today.

 

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