• By: SHRMpro Bureau
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November 10, 2021

As per the recent research, 99% of Fortune 500 companies currently work with an ATS to narrow down the candidate resumes and applications. Whether you are Starbucks, Nike, or a smaller enterprise, an ATS can gather, organize, and filter a humongous amount of data.

But, if you are reading this then either you are having second thoughts in implementing an ATS or you are not getting the best out of your existing system. The system can be a problem instead of help for applicants if it is not being used properly.

  1. Define Purpose, Intent, and Scope

As per the recent research, 99% of Fortune 500 companies currently work with an ATS to narrow down the candidate resumes and applications.

It is important to understand and define goals, objectives, and expectations from the ATS are the key before implementing.

  1. Maintain Measurement Plan

It is important to have an individual definition of successful implementation in the terms of quantitative and qualitative. This helps in maintaining a timeline and milestones.

3. Roles and Responsibilities

Ensure everyone on the team, including the vendor, knows who’s doing what and who is accountable for success.

  1. Keep a Track of Employee Effort

After and before implementing the ATS, calculate working hours for each task, step, and amount of resources to allocate everything efficiently.

  1. System Integration

If you have other systems that are needed to be tagged along with the ATS, then instead of trying your luck out, inform your vendor and its implementation team to unfurl the best approach.

6. Data Maintenance

When implementing the new ATS, maintain your important data efficiently by clearly specifying where it needs to be migrated or integrated from the existing system.

  1. Workflows

When buying an ATS from SHRMpro, rule out your hiring, sourcing, and onboarding processes. This will help your vendor to unveil opportunities to streamline your workflows to deliver a greater ROI.

8. Use Cases

Give instances or set situations that contain all those people who will be directly or indirectly connected to the system in the future to help your ATS vendor during configuration.

  1. User Acceptance Testing

Collect feedback on ATS features, functionality, and configuration from those who are engaged in the system to test.

  1. User Training Plan

Your chosen vendor should provide a proposal defining all the benefits, methods, instructions, and level of effort while training your HR reps and other employees.

  1. Project Risks

Be open about the possible risks and bottlenecks like internal reorganization, cost overruns, or competing priorities with your vendor to proactively find the solutions.

The relationship between ATS and your HR team should be strategic. To make your entire hiring process work, it is pivotal that you, your applicant tracking system and your vendor are in the loop. Remember, proper implementation and usage of ATS can give benefits beyond expectations.