What’s the best ATS?

Further to the Stakkd Guide on assessing HR tech, here we go deeper into ATS specific considerations.

Step 1: Define Your Organisation’s Needs

Clearly outline your organisation’s unique requirements vs those that are pretty typical for most companies. Key factors to consider:

1. Hiring Volume: Are you hiring in high volume, or do you need a system for specialised roles?
2. Company Size: Large companies may require robust, scalable solutions, while smaller companies might prefer simpler, more user-friendly systems.
3. Recruitment Process Complexity: Do you need features like internal mobility tracking, referral management, or detailed reporting?
4. Budget Constraints: Determine your maximum available budget

Step 2: Identify Must-Have Features

The ideal ATS should meet your current needs and enable future growth or improvements in your hiring process. Key features to consider include:

1. Candidate Sourcing & CV extracting

• Ability to source candidates from job boards, social media, and referrals.
• Accurate CV content extraction, to automatically populate candidate details.

1. Customisable Workflows: Tailor workflows for different roles, departments, or regions.
2. Collaboration Tools

• Shared feedback between talent acquisition team and interviewers / hiring managers
• Interview scheduling

1. Analytics and Reporting: Advanced reporting on hiring metrics such as time-to-fill, source effectiveness, and DEI stats.
2. Integration Capabilities: Native integrations with HRIS, payroll, dedicated candidate assessment tools, and communication platforms e.g. Slack or Teams.
3. Mobile Accessibility: Mobile-friendly interfaces for candidates and recruiters.

Step 3: Evaluate User Experience (UX) and Learning Curve

Focus on systems that are intuitive for both recruiters and candidates.

1. Recruiter Interface: Look for clean dashboards, easy navigation, and fast search functions.
2. Candidate Experience: Ensure the application process is straightforward, with minimal clicks and clear instructions.
3. Customisation: The ability to personalise candidate communication and the branding of the careers page is a plus.
4. Adoption Time & Learning Curve: How long does it take for the Talent Acquisition team to become proficient with the system.

Step 4: Shortlist and Demo Potential Solutions

Narrow down your options to a few ATS providers and request live demos. You can the full ATS ecosystem at Stakkd. Focus on:

1. Real-Life Scenarios: Ask vendors to demonstrate how their system handles your specific recruitment needs.
2. User Roles: Observe how different user roles (HR, hiring managers, candidates) interact with the system.
3. Support and Training: Understand onboarding support, training sessions, and ongoing customer success.

Step 5: Conduct a Trial Run or Pilot Program

Whenever possible, conduct a trial to test the system’s functionality in your real-world environment. During the trial, assess:

1. System Performance: Speed, reliability, and ease of use under your typical workload.
2. Feedback from Users: Collect input from recruiters, hiring managers, and candidates on their experience.
3. Data Security: Ensure compliance with GDPR, CCPA, and other relevant data protection regulations.

Step 6: Consider Pricing and ROI

Evaluate the pricing models (subscription, pay-per-use, etc.) and compare them to the expected return on investment (ROI). You can use the Stakkd ROI calculator here.

1. Hidden Costs: Look out for additional charges for training, support, or integrations.
2. Value Assessment: Balance cost against potential savings in time, improved hiring quality, and reduced administrative burden.

Step 7: Make a Decision and Plan Implementation

Once you’ve selected the best ATS, develop a clear implementation plan:

1. Data Migration: Ensure smooth transition of existing candidate data to the new system.
2. Training Program: Offer comprehensive training for all users to maximise adoption.
3. Feedback Loop: Establish a feedback mechanism to continually refine usage and address issues.

In Summary

Selecting the right ATS is a strategic decision that can significantly impact the success of your organisation’s talent acquisition. By following these steps—assessing needs, identifying features, testing usability, and evaluating ROI—you can ensure you choose a system that enhances efficiency, improves candidate experience, and aligns with your long-term goals.