20 Mar A Solve-it-all Tool or a Basic ATS?
Are you using the good old Excel to keep track of the people you interview after their applications has arrived to a shared mailbox? Headhunting candidates with LinkedIn Recruiter Lite and having a spreadsheet to keep recruiters from contacting the same candidates? Trust me, you will make your life a lot easier (and recruiting more efficient) by upgrading your tools.
So you have made the decision to get your recruiting tools up-to-date and start by an initial Google search “best recruiting tools”. You will end up with a few hundred of million results, pages ranking the best tools, software providers promoting their own with really impressive testimonials from users, headhunting companies, sales tools, CRM tools, tools for sourcing, tools for interviews, etc. It will feel impossible to narrow down the search results and find that one tool that has it all, and it probably is. You will also learn about what is an ATS, you will be amazed about the level of automation some tools have, you will be amazed how easy recruiting looks, done end-to-end with this amazing tool in a 1,5 minute video.
This is when you should once again get your good old excel (or a flipchart, OneNote, etc.) out and start with the basics, what is the problem you are trying to solve? What are your requirements for the tool and what are the issues you actually need the new tool to solve? Software that gives you the possibility to customize and tweak every single little thing will probably get the job done, but if you are looking to get the basics done by keeping track of candidates and the recruitment process, you will save a lot of time not having all those extra features you probably won’t be using at all.
Once you have written down what are the basic features that you need, you can start looking at what is out there. Having a good applicant tracking system (ATS) will create the backbone of your recruiting. It will help you get more organized, keep track of candidates, help with good, and timely, candidate communications, and get the entire company involved. What to also keep in mind when choosing a system, are the different roles people have who are involved in the recruitment process. A hiring manager who has a few recruitments a year, will not be too keen to learn a new system to start with, but even less to learn one that is complicated (has too many options and features) and does not have a intuitive and user friendly UI. Other aspects to consider, in addition to hiring managers, possibility to save interview and assessment data from candidates in one place, improve the candidate experience, give the company career page a more attractive look and feel, and eventually upgrade the employer image to match how cool your company actually is.
So now that you got the basics working, went with a fairly simple system, but would want some additional features. Another thing to consider once getting the ATS, which will work as a core of your recruiting tools, are the possible add-ons. A lot of tools work together, there are integrations between different software and it is important to consider getting an ATS which is not only compatible already now with different tools, but one that is regularly updated and coming with new features and integrations at a constant pace.
It all starts with the basics, and once these are up-to-date, it is easy to update from there and get new tools and gadgets to further improve and digitalize the recruitment process. What it all comes down to, is having the right tools to match your needs, and in order to get this done right, you need to have a working talent acquisition strategy in place.
Love for digital tools and strategy,