Part Three: What Does Your ATS Say About Your Organization?

By Natalie Pike,
October 23, 2014

by Lizz Pellet, Culture Guru at The Good Jobs

How to Choose and Implement an ATS

Does the system have at least 80% of the features that you think you will need?

Can it produce the reports you need? Can it integrate with your HRIS system? Can the vendor give you examples, and will that cost be part of the quote?

Has the vendor installed the system in another organization of a similar size to yours?

Can you call up some of those customers and talk to their recruiters? Has the implementation gone smoothly? Were there minimal hidden costs? If not, forget the vendor. Some vendors, who are often highly regarded in the press and have innovative concepts, lacked the ability to execute. Features are of no values without execution.

What is the vision and growth strategy of the vendor? 

Do they have the leadership and foresight to stay a market leader? You want to go with a vendor who has been around for a while and has weathered this economic downturn successfully. Do they listen to you and respond promptly to needs and problems? In my experience, customer support and follow up are the most frequently cited reasons for unhappiness with an ATS.

Are you in control of the selection process? 

Partner with your internal IT group, but don’t let them lead. Internal IT groups are trying to juggle many priorities and you are just one of them. They are always going to be focused on the technical side, not on the functional side of the product.

Not all ATS are created equal, but regardless of what ATS you use, I suggest you take the time to have your own candidate experience and apply for a job at your organization today. You might just be surprised at what you find and I hope it’s a pleasant surprise.

*This is the final piece of the guest blog by The Good Jobs


Before you even start the hiring process…beware of these 15 red flags to look for on resumes by downloading our free eBook!

About the Author

Natalie is the Marketing Strategist, responsible for knowing the ins and outs of the SMB Industry, educating prospects on hiring best practices and positioning Hireology as a thought leader in the SMB space. She started at Hireology in 2014, writing blogs, planning events and managing the various social media platforms. Prior to working in the “real world,” she attended Purdue University (Boiler Up!) majoring in Broadcast Communications and competing on the Women’s Water Polo Team.

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