1. How is the software provider staying on top of technology trends and software updates?
What you are looking to avoid here are the companies who have made a lot of cosmetic enhancements (clean & modern interface, works on mobile), but have neglected to update the base code which is responsible for all the functions the system performs. Old code leads to security vulnerabilities, system malfunctions and is slow to make changes or customize.
2. What is the minimum amount of information needed to apply?
Can people apply without an email address? Or without a resume?
Consider your target candidate demographic and how they tend to apply. Does your application process make it easy for them? Consider lack of access to the internet, not having a reliable phone, or simply not being tech savvy. All types of people need jobs, and an online process shouldn’t be prohibitive to your applicants.
3. If you leave their system, does the provider give you your data?
You should own the data that is entered into your system, and have access to it when your contract ends. Your provider should be able to extract the data into a usable file (ex. csv).
4. What about hidden fees?
Consider implementation, training, custom configuration or providing you data at the end of a contract.
Some of those fees may be perfectly reasonable, but it’s always best to know about them in advance! Take into account all fees when comparing systems, not just the base cost. Some providers include unlimited licenses under one price, while others may charge for every license, or for add-on features.
5. Is there a dedicated account manager to provide support for your company’s users?
An account manager can get to know you and how your organization uses the system. They will provide one-on-one support, or suggest ways to better use the system for your process. Building a small relationship with your software provider means you get the best support, and your requirements and suggestions are given more importance as software improvements.
View a demo of the StartDate ATS
It turns out that most HR technology users are fairly satisfied with their software, or at least agree “it isn’t crummy”. This is great to hear, as most of us software providers try very hard to make good products and keep users happy! Of course, there remain a good number of people and companies whose current software just isn’t making the grade. The good news is changing software providers is easier and faster than ever with current technologies.
Why make the switch?
- Your current system isn’t robust enough. Your company has outgrown your software and has a different list of needs: maybe onboarding, in-depth metrics or support for more users has become critical. There’s nothing wrong with your current tech, but it’s time to upgrade to a bigger system.
- Your current system is too complex. The opposite of the first problem: everyone wants more and more features, but sometimes simple is best. If your current technology is bloated, slow, and confusingly full of options you never use, it could be time to switch to a lighter software that better suits your hiring process.
- Your current system just isn’t meeting your company’s needs. Whether these are requirements unique to your industry, budget issues, or a transition to a fully mobile candidate experience, there’s no one-size-fits-all ATS. It’s time to find one that can handle your company’s quirks.
What makes switching easy?
- Most leading ATS providers are cloud-based. This software is faster to install and more flexible than a product installed and maintained on your company’s own servers. SaaS (Software-as-a-Service), is basically a subscription software, instead of something you need to download and install. For these flexible and changing times, SaaS is best.
- Modern and up-to-date providers have written their software with code that is much more versatile than older systems. Customizations, implementation and updates are all simpler to manage and faster to complete.
A warning if you are switching to an older platform: it might not be a fast or simple process at all!
What do you need from your current provider?
- Check your agreement and see if you own your data (resumes & candidate information). If it belongs to the software provider, they can use that data and your company may not get to keep it.
- If yes – and you wish to store that data in your new system – request for it in a non-proprietary format.
Consider how much data you really need to store. Instead of all existing data, limit to recent applicants, or a shorter date range. This will make the data file smaller, and easier to integrate into the new system.
What should you ask a new vendor?
- What is their implementation process like? Look carefully at what type of materials they are asking from your company, and what their timeline is for a typical installation.
- Can they import your existing data? How long might this take, and what fees are involved? This is likely to be an extra service, because every ATS system stores different sets of data, and does it in different ways.
Did you know that over 70% of candidates find the job application experience “discouraging”?
Applying for jobs is generally agreed to be time-consuming, stressful and far from straightforward. Employers may be tempted to say “too bad” …but that would be a huge mistake, because 42 percent of those candidates would never seek a job at your company again, and a further 1 in 5 candidates would tell others not to purchase products or services from your company.
A bad applicant experience can have major consequences. Your goal as an employer is to attract and hire top talent, so having a reputation based on a “discouraging” or “stressful” process is not doing you any favours.
What can you do? Here are 3 steps to take to make your application process friendly and positive for candidates. Continue reading 3 Steps to a Better Candidate Experience
A quick video about the DO’s and DON’Ts of writing job titles. Are you guilty of any of these common SEO missteps?
Check it out!
We wrote an earlier post about initial survey findings on cost per hire – how much companies spending on advertising for each new employee. The survey, conducted by Software Advice, an online resource for HR & recruiting software buyers, is now complete, and has revealed some interesting trends.
Companies of all sizes, with varying advertising budgets and number of new employees shared how much they are spending to promote their jobs. Continue reading What’s the Real Advertising Cost per Hire? [Infographic]
Where are your recruitment dollars being spent? When calculating how much it costs to hire a new employee, there are several factors that come into play: time spent writing the job description, reviewing resumes and interviewing as well as money spent advertising on online job boards, printed ads and social media. Fortunately, there is an algorithm which provides a standard to measure your Cost per Hire:
CPH = (External Costs + Internal Costs / Total Number of Hires) Continue reading Do You Know Your Cost per Hire?