When it comes to choosing the right software for their business, every recruitment agency in the market has its own set of unique requirements to cater to.
Investing in an ATS software that doesn’t cover all the pain-points is definitely going to be a waste of money, and may also lead to internal mis-management.
While it’s possible that your firm has some exceptional needs out of a software, here is a list of the most basic must-haves in an ATS that you should positively lookout for.
1. What are the Key Challenges of Your Business?
The principal purpose of purchasing an ATS is to combat some major business challenges that you might be facing during the recruitment procedure.
These are most likely the troubles that your hiring team faces while sourcing candidates, moving them through the pipeline and maintaining a constant follow up cycle.
To ensure that the recruiting software you incorporate turns out to be the one-stop solution to all the hiring challenges, you need to be sure of the ones you are looking to solve through the software.
List down all the major problems your team faces and how a recruitment automation tool can help you overcome the same.
Once that is sorted, you will be better informed of what features to consider a must while purchasing an ATS.
2. What are the Features that the Given ATS Comes With?
Once you are fully aware of the very basic features you need in an ATS to meet your organisational needs, the next important thing is to tally them with what the software offers you.
It’s always the wisest thing to do to first check what an Applicant Tracking System comes with and how the user-experience is going to be. This includes both on and off paper details about it.
Knowing the challenges to mitigate, assessing every available software and evaluating which one solves your problems better is the key to landing the perfect software you need.
Also ensure you make the evaluation by yourself and not wholly rely on the claims the provider makes. This helps you stay more transparent and be more confident that what you’ve chosen is genuinely well equipped for the business.
3. What is the Budget You are Willing to Stand By?
It’s absolutely essential to allocate a proper budget when you are planning to buy an ATS. And this decision largely depends on the list of challenges you curated to eradicate through the software.
You need to stick to your plan and purchase only those features of an ATS that are indeed going to be of some use to your business. Spending on those extra futile add-ons can apparently make the ATS look more diverse, but in reality will only complicate the procedures and overall navigation.
Most ATS softwares are priced at a pay-per-recruiter basis, which means that the strength of your team or the number of users of your software will decide what you pay for it.
Also, another important underlying aspect is to check whether there are any hidden fees upon installation, like consultation charges or basic paid features. The entire price of the software must come under one total itself.
4. Is that ATS the Right Choice for You?
The next thing to look out for is if the system will match the workflow and recruitment approach of your business.
Making a demonstrated list of the best combinations you’ve come across so far, now it’s time to compare all of them at a broader aspect, specifically in respect of the convenience of your hiring team.
Which one out of these will take the least time to get along with your TA professionals’ team? Which one out of these resemble your usual work regime the most?
The best way to figure out these answers is through availing a free trial or demo of each of the softwares. Also another feasible way is to read reviews and comparisons by experts online, to help you make a more informed decision.
Throughout the process it’s important to keep in mind that there can be no single software that solves all your recruiting needs. Being judicious and prudent with your choices plays a crucial role.
5. Is the Software Flexible and Secure Enough?
A software needs to be flexible to be used at its highest potential. And one of the principal features of flexibility, that is also a must-have is mobile recruiting.
This feature helps recruiters make minor changes, communicate with candidates and access crucial information on the go, anytime on an urgent basis. This makes a mobile version of your the recruitment software an absolute necessity.
But ensure that this flexibility does not come with the cost of weak security. Security must be a priority to safeguard all the personal information of the candidates and definitely can’t be compromised.
perfectly out of all the others available in the market.
The key is to make a conscious and informed choice that helps your agency grow, flourish and yield better results both in the short and long run, without having to create a dent in the cash reserves. Considering every minute detail will help you elevate the overall productivity of your team in an extensive manner.
