I’d like to take this time to thank Alberta Blue Cross on behalf of HireGround for their wonderful and generous recommendation of HireGround’s Software Solutions (read about our software solutions at www.hiregroundsoftware.com).
Continue reading Thanks to: Alberta Blue Cross
What makes a boss great? It’s a question I’ve been researching for a while now. In June 2009, I offered some analysis in HBR on the subject, and more recently I’ve been hard at work on a book called Good Boss, Bad Boss (forthcoming in September from Business Plus).
In both cases, my approach has been to be as evidence-based as possible. That is, I avoid giving any advice that isn’t rooted in real proof of efficacy; I want to pass along the techniques and behaviors that are grounded in sound research. It seems to me that, by adopting the habits of good bosses and shunning the sins of bad bosses, anyone can do a better job overseeing the work of others.
An ATS (Applicant Tracking Software) can be a wonderful tool to help you streamline your hiring process by helping you keep track of applicants, job postings, time lines, interviews, and so much more. They can even match candidates that already exist in your system to new job postings – without having to wait for anyone to apply. But what do you need to consider before purchasing an ATS? Here are some tips:
1. Consider your own company and situation.
Are you a small start-up company, or are you a larger firm trying to fill dozens of positions at once? Is your hiring consistent year over year, or are you growing quickly? Establish your needs, and compare those against what an ATS can provide. There are many ATS products out there, with many different services and options, but a product is only useful if it can help (and not hinder!) your processes.
2. Consider your budget.
You might want a full-fledged ATS with all the fixings, but you might only be able to afford a basic package. Shop around. Capterra is a great website for comparing different kinds of software – be wary though, as the first ATS providers you see may be the ones charging the most – remember, they can afford the advertising space for a reason (and may be inflating their price). Always check #1 (your company and situation) against #2 (cost).
3. Consider your Hiring Managers.
How much of a hand do managers at your company have in the hiring process? Are they involved right from the beginning, or do they come in after the initial screening? How willing are they to use new technology and change their habits? An ATS can be a great way to facilitate communication and empower hiring managers to make decisions… but only if they are willing to use an online tool. Consider a company strategy when adopting new technology to make the transition smoother. Maybe all hiring managers have tablets or company phones they can use, or maybe they can be given more access to the ATS over time.
4. How much are you willing to change your current process?
Some ATS providers offer a greater amount of customization and flexibility than others. You may want specific workflows for certain jobs, questionnaires for various types of positions or reports showing unique company data. Are you willing to adapt your hiring process to make best use of an ATS features, or should you look for one can adapt to your process?
Remember that an ATS is designed to take the hiring process from a manual and paper-based system to an online system, and there will be naturally be changes to old processes because of this.
Our own StartDate ATS doesn’t have all the bells and whistles, but enough features to help make hiring simpler and easier. Check out the feature list for more.
You’re posting jobs on your careers page and job boards. You’re asking co-workers to recommend people for positions. You might even be tweeting the positions you need filled. But still you’re having trouble filling the right person; Interviewees don’t quite fit. Where are the REALLY good candidates, anyways? You might be surprised – they may be under your nose the whole time. It doesn’t take much to attract them, either: making small, simple changes to your job post might be all you need.
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