Assessing applicant tracking systems can be difficult; many systems have crossover features, some require a hefty investment and some are more moderately priced.
With so much choice on the market, things can get overwhelming. As such, it’s important to keep your business’ requirements at the forefront of your mind at all times.
However, before starting to look at the in-depth functionality of the systems you’re considering, you need to check that they meet the basic requirements.
It’s easy to be swept away with the brilliance of advanced ATS functionality but if a system is lacking core fundamentals, you’re likely to experience issues down the line.
Before moving ahead with your selection, consider if an ATS meets the following four pieces of criteria:
1. Is it user friendly?
Simplicity and ease of use should be right at the top of your list of requirements.
Advanced functionality is a great thing, however if a system is confusing to use or navigate, there’s a strong chance that you’ll get confused while trying to explore these features. Remember, an ATS should be making things easier for you and the last thing you want is to overcomplicate your existing processes.
User friendliness is paramount as there are likely to be multiple employees using the system, all with varying levels of technical ability. It’s important that everyone is able to understand and use your ATS in the same way.
2. What’s the candidate experience like?
When you’re looking at an ATS, don’t just focus on the user-side of the system; think about the candidate journey as well.
It’s easy to get caught up in the process-driven back office features, especially when they’re likely to make your job easier. However, you need to focus on providing a good candidate experience too.
Try testing an ATS from a candidate’s point of view and consider the journey; is it smooth, easy and error free? Will you be able to communicate with your candidates easier?
3. Is the reporting up to scratch?
The ease of reporting is a key reason why many businesses choose to invest in an ATS in the first place. As such, it’s important to make sure that your ATS’s reporting functionality is simple and easy to navigate.
Can you easily access your key metrics, such as time to hire, candidates by source and application methods? Are you able to export raw data into a variety of formats?
Make sure that you explore a system’s reporting functionality in depth before making any decisions.
4. What level of support is provided?
Don’t be left high and dry after implementation. Check with your supplier what level of support will be provided once you’re actually using the system.
If you have any issues or difficulties, it’s important to make sure that you have a dedicated account manager or support team that you can call or email with any urgent issues.
Thinking about using an ATS? Find out more about Webrecruit’s own recruitment software.