Selecting an Applicant Tracking System: HRIS NYC

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A few years ago we had the pleasure of beta testing an Applicant Tracking System (ATS) and learned lots about the software development phases; making a contribution to identifying bugs and reporting on speed and performance issues. The insight we gained was invaluable and allowed us to develop an expertise in this area as a potential consumer of an ATS that had no firm final release – this particular ATS software is intended to be kept in perpetual beta where new features and functionality are continually added.

Applicant Tracking Systems (ATS) allow companies to reach out to a larger field of candidates, but the right system can also streamline and improve the entire hiring process. But there are hundreds of models to choose from, and many employers are uncertain about what they should consider when choosing an ATS. Herein, we share some of what we learned in how best to go about choosing an ATS for your organization.

Consider Taking These Steps to Choose the Right ATS for Your Organization’s Needs:

Form an ATS Selection Committee

Using a single committee to choose an ATS for the entire company will lessen redundancies and speed up the process. Your committee should consist of several components:

Team Leader: An upper administration member able to present facts about the return on investment (ROI) and other key factors when discussing vendor candidates.

Lead Investigator: An upper HR management member who is fully aware of the hiring process and can determine the company’s needs.

Company Representatives: Members from different departments that contribute information on what they need in a new hire. You will need members who can establish company-wide budget criteria for the new system.

Technical Representatives: Members from the company’s IT department to discuss implementation and required technical support of the ATS.

Reviewing Vendors

Beyond the hiring needs of the company, the committee should consider:

The associated fees: For the system and its upkeep. Not all fees are upfront. Always request a full breakdown of charges.
The vendor’s history: Ask for references. Your vendor should have experience dealing with companies your size or larger.
Customer support: You need reliable support for if and when the system breaks down. Ask for full documentation on the type of customer support that is available and the cost.
Hosting the site: Some companies find it easier for the vendor to host and maintain the ATS. However, companies can easily maintain their own site. Obtain information from your vendor about both options and the costs involved.
Integration with the company’s software: If your company uses specific software, you need an ATS that is compatible. Check with your vendor for software compatibility information.
User-friendly: If applicants cannot easily navigate your site, they will not apply and will spread new of their negative experience to other possible candidates. Choose an ATS that caters to both your applicants and your company.
Languages: Some of your applicants may speak other languages, so you will need to check your demographics to verify what languages should be available.

After screening your vendors, your committee should have eliminated the options down to a manageable few prospective vendors. Have the possible vendors come in and run a live demo before making your final decision. Once you’ve run the demos and crunched all the numbers, you will be able to choose the best ATS for your company.

For more Information on HRIS solutions and platforms, get in touch with us at Hureco Maverick!

Posted on December 1, 2019
By The Principals Human Resources News

About the author

Regina Jones and Rashied K. Sharrieff-Al-Bey are the principals at Hureco Maverick; they enjoy co-authoring blogs, journal articles, case studies and white papers about various human resource, organization development and business topics.

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