American Horror Story? Try ATS Horror Story. This tale may not be filled with ghouls and scary wardrobe changes, but it instills in recruiters and hiring managers a similar aversion for the poor HR systems. They purchased – or rented – these massive tools in order to help the recruiting process, but unfortunately they didn’t have the means to make an educated decision. At the beginning, it looked like the ATS would save them from the mundane tasks they dreaded; but upon the attempted integration, it became clear this was not the case. The ATS they use didn’t save them money, like they thought. It didn’t save them time, like they were told. It didn’t make the process easier, like they needed.
It takes dedication to replace an employee who has left the company. Bringing on a new hire can take four to eight weeks for a small organization. If you add a poorly fit ATS into the mix, the odds aren’t so favorable. Applicant tracking systems are supposed to reduce time and money in the recruitment and hiring processes. However, even a company of eight people can save time in hiring new employees and keep the $10,000 of residual effort instead of spending it on futile hiring pains.
It’s easy to find ATS vendors. All you have to do is type it into Google and you find about 2 million results in just over half of a second. There are countless webpages that offer suggestions for ATS vendors. It’s a large $4 billion industry, expecting to grow at least 20% by the end of 2014. With all of the choices available today, it’s important to weigh your options.
Candidates want an easy application process. However, what they want more than that is communication from the company they applied to. In fact, 58% candidates who rated their experience as poor or very poor said it was due to irregular updates on their application status. Automating candidate relations is easy. The well-rounded system allows users to schedule interviews, post to job boards, and uses a Smart Email system so everyone stays in the loop.
At the end of the day, you simply can’t settle for an ATS that doesn’t match your department’s requirements. The right ATS will enhance your employer brand, not detract from it; it will be easy for your recruiters to integrate and use; but mostly, the best-fitting ATS will save the company time and energy… and therefore, money.
Bio: Sean Pomeroy, CEO
Sean has worked in the Human Resources industry since he graduated from Radford University with a Bachelors in Psychology and a Master of Arts in Industrial/Organizational Psychology. After working in HR as a generalist for a government contracting company, he moved to the HR Technology arena and began assisting companies in the selection and implementation of HR software.
While selling other companies software solutions, Sean worked with Michael Warden to design over a dozen applications for different organizations and industries over the years. Sean now focuses on the vision for the company, business development, and continues involvement in the software design of ATS and LMS: Cyber Recruiter and Cyber Train. Want to see what Visibility Software has to offer? Take a demo now.
Like what you see? Click here to subscribe to the Visibility Software blog.
Tweet me at @Vissoft