9 Key Considerations When Choosing Your Applicant Tracking System (ATS)

Looking for an edge in hiring? An Applicant Tracking System (ATS) or applicant tracking software could be your game-changer. Ditch the chaotic spreadsheets and inbox juggle. From small businesses to giant corporations, everyone’s waking up to the need for smart compliance and efficiency in modern recruitment processes. The numbers don’t lie: GlobeNewswire reports the ATS market jumping from USD 1.26 Billion in 2018 to a whopping USD 2.34 Billion by 2026. That’s innovation on the rise.

With over 19 years in workforce solutions and project management, we’ve seen the ATS arena expand dramatically. Too often, we’ve watched clients inherit cumbersome systems, far from what they actually need. But when it comes to selecting a new ATS, understanding how applicant tracking systems work and what they can really do for your business is crucial. Don’t let the sheer number of popular applicant tracking systems bog you down.

Here’s our streetwise guide; nine questions to ask before you seal the deal on an ATS, designed to streamline job application processes, strengthen candidate tracking, and support both recruiters and hiring managers.

1. What’s Your ROI Aim?

 You’re investing in an ATS for a reason - understand your return on investment. Quantify your expectations in terms of cutting costs, saving time, and reducing risk, while enhancing candidate and manager experiences. Nail your baseline data first; it’s your leverage to a superior ATS choice.

2. Define Your Requirements Across the Board

 Uniformity is great, but flexibility wins. Your ATS should adapt to diverse business needs, not the other way around. Avoid data silos by ensuring the ATS caters to varying organizational demands, from posting jobs on multiple job boards to managing CRM candidate relationship management for talent pipelines. Strong customer relationship management (CRM) integration also helps nurture long-term talent connections.

3. Does the System Reflect Your Business?

 Don’t fall into the budget trap. A core system with pricey bolt-ons won’t cut it. Understand the true costs and capabilities of the ATS before diving in. Avoid manual detours and ensure the platform supports everything from job posting to candidate tracking, managing candidate records, and giving recruiters and hiring managers the data they need to make fast, informed decisions.

4. Time and Resources for Implementation

 Implementation needs commitment. Allocate resources to manage change effectively, especially when recruitment is at its peak. Choose your timing wisely and align resources to maximize project success.

5. Integration with Other Systems

 Your ATS should talk to HR, payroll, procurement, and onboarding systems seamlessly. Consider an all-inclusive HRIS if needed. Boost efficiency with built-in integration, particularly with customer relationship management CRM tools, to cut the manual workload and ensure candidate data flows smoothly.

6. Does It Adapt to Organizational Change?

 Businesses evolve, and your ATS should too. Check the provider’s development roadmap and be ready with a budget for updates. Keep the tech cutting-edge and mirror organizational shifts effortlessly.

7. What Management Info Does It Provide?

 Quality data = quality insights. Ensure your ATS processes align with what you need. Avoid unreliable data and manual workarounds; trust the system to deliver accurate management information that helps you source more qualified candidates.

8. Support for Attracting and Engaging Talent

Candidate attraction is evolving fast - ask the right questions about future-proofing. Look for features like seamless social media integration, diverse application methods, and strong candidate relationship management features that keep your recruiters and hiring managers connected with talent pools.

9. Human Interaction Matters

 Keep tech as support, not a substitute. Candidate experience still thrives on human contact. With an efficient ATS, your team can focus more on the personal touch while using automation to save time and streamline workflows.

James Parnell, Talent Solutions Director, says: “An ATS isn’t just a tool; it’s a strategic partner in your hiring process. Make sure it bridges gaps, not creates them.”

If you’re ready to rethink your hiring strategy or need advice on applicant tracking software, customer relationship management CRM tools, and recruitment processes, get in touch for a no-obligation chat with our Workforce Solutions experts.

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