Implementing a new applicant tracking system can improve your recruitment processes in many ways. Before your system can get to work for you, however, it is necessary to actually get it set up and running.
The following tips may help you to save time on implementation, thereby raising your hiring standards and reforming your recruitment processes faster.
1. Have a Clear Vision for the End Goals
Figure out what you want your new system to improve and do for your company. If there are bottlenecks with the current system or if you feel that applicants could be sourced better, make sure that those things are set to be addressed by the new system. Also figure out the logistics of how you will be transferring over data from current systems to the new system and what you wish to transfer.
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2. Determine Who Will Have Access to What
If your hiring managers are not particularly tech savvy, you may be inclined to limit what they can do in the system. Most ATS allow you to specify different permissions based on job codes and setting this up during implementation can save time and trouble later. Determining permissions will allow you to strategically gear training and may help prevent confusion as managers and recruiters only see what is necessary.
3. Allow Your Vendor to Complete Some Tasks
ATS vendors usually offer some type of support or assistance through implementation – let them! The technical aspects of implementation and the training that the vendor takes care of are tasks that you can basically subtract from your to-do list. The vendor representatives that are helping with these tasks are likely to have more experience with the ins and outs of system implementation than anyone in your company, so this could save you a lot of time.
4. Get Your Screening Questions Right the First Time
Most ATS offer the option to have applicants asked a number of screening questions that help to assess their compatibility with the company and the job opening. Really taking the time to make these questions count can save you from having to work hard on other areas of the ATS to sift through applicants. Questions like years of experience and expected salary can filter applicants very quickly, saving recruiters and hiring managers time later and the ATS implementation team time now.
5. Work with the Vendor to Set Up Specific Custom Reports
Custom reporting options are great, but setting up company-specific reports may not always be completely intuitive. Asking the vendor for assistance with setting up reporting functionality may save you time and headaches through the implementation process. You will also be ready to go with the reports that you need at go-live, so you don’t have to figure them out later.
6. Practice with the System before Go Live
Before the ATS is unleashed on the general public, it is important to take time to practice with it and see exactly what both the applicants and recruiters see. This should be done both before and after the training session for the hiring managers and recruiters, just to make sure that everything is in good working order and everyone is on the same page. Practicing ahead of time will help you prevent time consuming errors that may have hindered the success of go-live.