Let’s face it. Recruitment is a difficult workplace task. How do you know that you have found the right talent to handle an open job role without fearing they will leave the company right away?
Automating recruitment activities can streamline hiring. It improves the candidate search and onboarding process. An applicant tracking system (ATS) is one of the most pivotal tools for success. Today, we will discuss ATS implementation strategies and best practices as your company makes this technological transition.
What Are ATS Implementation Strategies?
Talent team adoption of ATS should start with understanding some general information. An applicant tracking system manages candidate data collected from applications, resumes, and cover letters. You can post, edit, or delete job postings as desired and establish customizable workflows by automating hiring tasks.
Let’s discuss the strategies for ATS implementation with the highest quality ATS software. Aligning with company goals, involving key stakeholders, and choosing the right ATS software are the key objectives for implementation strategies.
Align ATS Goals With Organizational Objectives
Aligning applicant tracking system software with company goals and organizational objectives will help instill a positive impact on your business. Syncing your recruitment technology with strategic goals will streamline hiring and attract the best candidates. Aligning these variables allows recruitment efficiency and task automation while providing insights during data analysis. Integrating recruitment software into your company’s technology will create a more cohesive work environment.
Involve Key Stakeholders Early On
Key stakeholders should be involved in the transition early on. When higher-ups finalize the transition, they should notify IT personnel, the recruitment team, and HR managers immediately Team collaboration ensures a smooth transition as their needs are heard. Talent team adoption of ATS alongside other stakeholders will instill a sense of ownership by instituting these changes.
Choose the Right ATS Software
The right ATS software is important for this transition to work. Cadient’s ATS can be the solution for you! The system’s job board integrations are affiliated with Indeed, ZipRecruiter, Monster, and other popular sites.
Cadient’s hiring management console can help your company optimize its time-to-hire metric by obtaining quality talent. The search and filter features can help you find specific candidates you remember from manually analyzing the applicant pool. The AI solutions allow you to filter keywords to find candidates based on qualifications and skill sets.
Best Practices for Successful ATS Onboarding
After analyzing goals, informing stakeholders, and selecting an ATS, it’s time to institute best practices during the integration phase. Capterra reports that 75% of HR professionals utilize ATS software or another recruitment tool to refine their hiring strategies. Hence, you should host comprehensive training programs, create a transition plan, and provide ongoing support.
Comprehensive Training Programs
Investing in comprehensive training programs will help you and your team get the most out of the new ATS software. Each training session should cover one of the software’s functions so that each user can gain experience with each one.
For example, here is a sample training schedule for your team to learn about Cadient’s ATS. While this does not cover all the features, you can use this schedule as a guide if you consider partnering with us. Don’t forget to incorporate a day for your team to learn about Cadient SmartTenure.
Day 1: Applicant Pooling
- Learn manual application analysis to supplement automated screening measures.
- Get briefed on the AI solutions for applicant screening.
Day 2: Availability Matching
- See the candidates best suited for the job based on availability.
- Formulate a mock schedule based on candidate availability for when these applicants are onboarded.
Day 3: Cadient Texting
- Touch on Text Apply and Text Notify.
- Explain the different scenarios where Cadient Texting would be most effective for recruitment.
Day 4: Hiring Management Console
- Learn how to automate manual tasks.
- Move job seekers into specific application pools based on a set qualification or skill set.
Day 5: Effective Screening
- Touch on AI-driven keyword searches.
- Research the analytics behind why certain candidates were selected from the pool.
Create a Clear Transition Plan
A clear transition plan is needed to introduce new technology into the company. Instituting a soft launch to give stakeholders time to learn the technology will create the smoothest transition. Implement the training program over at least one week. A two-week long training program could help the stakeholders learn all the information slowly and steadily Don’t forget to follow up with the HR and recruitment teams for feedback.
Provide Ongoing Support
Ongoing support is essential for any new technology transition. Be a safe space for HR and recruitment to ask you questions about the software. Learn the software yourself, too so you know tips and tricks for troubleshooting technological issues.
ATS Adoption Best Practices
Now that you have successfully onboarded your ATS into your company let’s talk more about the best practices for recruitment success.
Communicate Benefits Clearly
During team meetings, communicate the benefits of the new ATS software. How will it improve your company’s hiring metrics? Will it streamline the hiring process with an easier-to-use interface than your current candidate tracking solutions? Think like you are one of the members of HR or recruitment. Ask questions throughout the meeting in case you did not touch on a topic that a team member wanted to discuss.
Encourage User Feedback
Ask users to provide feedback during the initial launch. This will ensure they feel seen and heard about what’s happening with the ATS software. Evaluate the user feedback to decide whether to keep this current ATS or try a new system. With Cadient’s ATS, we know you will love the features and experience transparent changes in your hiring metrics and streamlined process.
Monitor and Measure Success
At the beginning of each month, compare the key performance indicators (KPIs) and hiring metrics to last month’s numbers. This is the best way to monitor and measure the ATS software’s success in refining your hiring strategy.
