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This is what to look for in a new ATS tool

Given the rapid advancement of automation in HR, the possibilities appear limitless. One of the initial tools developed was the Applicant Tracking System (ATS), which revolutionized the way busy HR leaders handle paperwork and manual tasks.

However, even with the abundance of digital resources available, certain HR leaders remain hesitant to embrace the advancements of technology.

We had the opportunity to interview Matt Burns, the CHRO at JYSK and the host of our HR Leaders Summit in Calgary on December 8. During our conversation, he shared some insightful thoughts about HRDs who tend to procrastinate.

“Embrace technology,” he elucidated. As a profession, we have been somewhat hesitant to fully embrace it for various reasons. Finding the right balance between technology and culture is a valid concern for many. Unfounded justifications often revolve around apprehension and a sense of unease regarding the evolving landscape of work. The combined impact of these factors has resulted in our profession not embracing technology at the pace we should have. We have approached it as a foe instead of a facilitator of culture.

Based on a survey conducted by CareerBuilder, it was found that 40% of mobile candidates tend to give up on their application process if the ATS (Applicant Tracking System) is not user-friendly. Considering this, we made the decision to analyze the factors to consider when evaluating ATS tools, ranging from user-friendliness to integration capabilities. Please share your thoughts in the comments section.

Seamless integration

A key factor in determining the quality of an ATS is its seamless integration with your existing HR platform. If a tool cannot be integrated into your current HRIS, it becomes useless, no matter how perfect it may be. When setting up a new ATS integration with your HRIS, it is crucial to meticulously organize and transfer all existing data to the new system seamlessly. This eliminates the need to access multiple systems, streamlining the process.

Share your thoughts on the important matters concerning HR technology.

Optimizing for mobile devices

In today’s world, if something isn’t on your mobile device, it might as well not exist. ATS should be designed to be easily accessible for both candidates and employers on mobile devices. Based on a Glassdoor study, a majority of jobseekers recognize the significance of being able to search for a job on their mobile device, save it, and later apply for it on a desktop. Surprisingly, a large majority of Fortune 500 sites fail to provide a mobile application solution.

Streamlining Processes

Big companies often receive an overwhelming number of applications for a single job opening. The entire concept behind these ATS systems is to analyze the data, eliminate any problems, and incorporate an automated screening technology. The AI powering the ATS should analyze all the CVs available and provide the employer with a definitive list of the most suitable candidates. And the way candidates submit their applications is equally crucial. It’s worth noting that Forbes discovered that 75% of candidates’ CVs are rejected by ATS’s due to formatting errors.

Evaluating the Quality of Hires

The ultimate outcome of a well-designed ATS is the acquisition of a high-caliber candidate. By assessing the sustainability of your new employees, you can evaluate the effectiveness of your ATS. Consider evaluating the expenses of your new Applicant Tracking System in relation to the duration of the hiring process and the reliability of the newly hired individual.