Implementing an applicant tracking system in an organization can be a difficult undertaking. Since there are technical and human elements to the implementation process, it is easy to become overwhelmed if you don’t involve enough of the right people in the project plan. On the other hand, too many hands on the project can be confusing.
When creating your implementation plan, you should list who will be using the ATS on a daily basis and who has the expertise to make the project run smoothly. Depending on the structure of the organization and the vendor’s offerings, the following people may be involved in the ATS project plan.
Vendors offer varying levels of support during implementation. Some vendors will take care of all the heavy lifting. Other vendors may provide representatives to help implement the software and train staff.
Other vendors help with implementation and provide support when you have questions. Make sure you understand the level of assistance with implementation before selecting a ATS vendor. If you have the option of having the vendor do most of the work at no additional cost, be sure to take advantage of this opportunity.
If you have an IT department, you will probably want to involve it in the technical parts of the implementation process. Even if the vendor handles most of this part of the process, it may be wise to have the IT department work with the vendor to see how the software works. Having employees who are familiar with how the ATS works will save you time and effort if you have technical problems with the software.
HR professionals may be able to provide unique insights into the best customization options for the ATS. Since your HR professionals are the last stop in the recruiting pipeline, they may see patterns that can help you align your recruiting strategies and thus the functions of your ATS. Here we’ve listed five features your new ATS should definitely have.
In addition, involving your HR professionals in the implementation process can help them better understand how to streamline the hiring process. Knowing what the software looks and behaves like will help them better understand how to export and use information from the system.
Your Hiring Managers will work closely with the new system, so it is important that they are present during the implementation process. They should help test the system before getting started and have some say in how the dashboards and features are created (customized). The Hiring Managers should also be interviewed for feedback after going live so that final adjustments can be made to optimize the system.
A few selected employees
Having a few of your best and brightest employees test the ATS helps to identify problems that would otherwise go unnoticed. Seeing how your best employees use the system also helps you see what to look for in applicants’ resumes, keywords and profiles. Having the right people in place during the implementation process helps to ensure the success of the project while minimizing labor costs.
Sources: applicanttrackingsystems.net, recruitmentsystemen.nl
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