Here are mandatory questions you have to ask your ATS vendor:
- Find & Identify QUALITY Candidates
Don’t be deceived by visual workflows, conditional screening questions, and illustrative career sites. These can be an integral part of your recruiting strategy but they are meaningless if the right candidates aren’t knocking at your door. A recruiting platform should house jobs, distribute jobs, track the source of applicants, and analyze data so that you can make real-time decisions on where the best candidates are tracking from by the job, manager, department, location, function, brand… the list goes on. Automation, transparency, and predictability are key, and it needs to be in the DNA of the recruiting software.
- Track the Cost Per Hire
Oh, reporting. You love it, you hate it, and inevitably need to learn how to use it at the eleventh hour as the CEO is demanding that an obscure metric is delivered before he leaves for the day. What’s even worse is when you need to pull data from your HRMS, ATS, job distribution, and assessment tools in order to get the answer. Newsflash: it should all be there, in the recruiting platform. Cost per hire is as important, if not more than time to fill. With all the tools out there today, it’s shocking that not one ATS has been able to give a customer that metric without saying the word “integration” or “customer fields”.
- How does the ATS define hiring success?
If the vendor can’t define what hiring success means to them and their existing customers, you’re already in trouble. Isn’t that the point of the tool? What should be more important, is how you will be able to know and report on whether or not you’re successful. It should be embedded into every corner of the product, visible to hiring teams helping you engage candidates, and easily accessible by executives that may need to be giving more attention to areas of business that are not hiring too quickly. Quality should be clear, measurable, and consistent across every internal team, and the results should be celebrated. Look for real metrics, product features, and specific explanations from your vendors. Vague, hypothetical answers aren’t going to get you anywhere or make you look like a rockstar when literal, actionable hiring success is the only thing you care about once the tool is live.A company’s true value rests almost entirely in its talent, so your ATS should and can be how you find, assess, and hire that talent as efficiently as possible. It is an invaluable asset to an organization of any size.