Nearly every organization today is using some type of applicant tracking system (ATS) that makes the work of hiring more efficient. This is especially critical due to the intense level of competition that exists for talent. Additionally, companies are using a best-in-class method for improving the candidate experience by integrating with their human resource management system (HRMS), rather than using all-in-one platforms. The faster and more accurately an organization can process candidates and place them into open jobs, the better recruitment costs can be managed.
How the ATS works
An applicant tracking system is a central platform where HR can manage candidate sourcing, evaluation, interviewing, and hiring. General features of an ATS can include job board advertising, posting jobs to a corporate career site, interview and screening tools, and analytical reporting. Bersin by Deloitte indicates that more than 60 percent of all companies use some form of ATS to manage the increasing time and costs associated with hiring people.
An example of a well-known ATS is JazzHR, which includes a branded career board, recruitment tools, reporting and new hire management that enables HR teams to effectively hire the best talent.
Connecting the ATS with the HRMS
While an ATS is a good place to start, a growing number of companies are seeing the value of taking things a step further to improve the candidate experience by integrating these tools with a Human Resource Management System. An HRMS is software that handles internal HR functions, such as payroll, benefits administration, on-boarding and training, and performance management.
GoCo.io is a top-rated HRMS that provides human resource professionals with the tools they need to complete all of the above tasks.
Whether you already use an ATS or an HRMS, you could be missing out on a great experience for candidates and subsequent hires by not connecting these two platforms together. Think of it as “the best of both worlds”.
Advantages of integrating ATS and HRMS as part of your business strategy
Why is it advantageous to combine your ATS and HRMS? How can this strengthen recruitment and retention rates for your organization? Here are a few main benefits:
Simplify hiring and employee management
It makes sense to streamline all of your HR processes. This is far simpler than having multiple software with redundant information that doesn’t serve the business well. Integrating your ATS and HRMS into can maximize your time and reduce administrative costs. This is also less confusing for candidates and employees to conduct tasks such as uploading documents, submitting payroll times, and communicating with HR.
Keep in mind that many all-in-one platforms promise to do the same thing, however, they tend to be mediocre across all areas rather than being effective. It’s far better to connect the best ATS with the best HRMS and take advantage of all the great features they offer. This is a more flexible approach to managing human capital.
Manage the organizational brand
As soon as a candidate encounters your organization through a job advertisement, he gets a certain impression about it. Present a well-branded, customized experience and a candidate will likely see this as positive. Use outdated systems and ask the candidate to jump through extra hoops as a result and you may as well forget your brand. A Glassdoor survey indicated that 72 percent of job seekers voice their negative experiences online, which influences more than half of job seekers who refuse to apply for a company with a negative review.
Create a seamless experience for employees
Imagine being able to accept an application, send an assessment, and have an interview scheduled with a candidate within just a day or two. Or hiring a group of employees simultaneously by sending new hire forms digitally, and onboarding them through an online training session before they start their first day. Connecting great platforms that integrate can streamline your workflows and it’s a much more pleasant experience for new hires than a solution that claims to have it all.
Increase transparency in hiring
Candidates are seeking transparency when it comes to subjects such as starting salaries and promotions, benefits, and opportunities for growth. While there still is some debate on how this should happen, a seamless recruitment to employee management platform can provide transparency and accountability. During the recruitment phase, candidates can be given information such as the average salary range, how many candidates are being considered, and how long the hiring process is — so they know what to expect. Post-hire transparency can include training and development opportunities that are linked to pay-for-performance models and more.
Establish clear organizational processes
Many companies do not have official processes for attracting talent and bringing them aboard. Recruiters are doing their best to find candidates who are a good match and offer them the best opportunity before the competition does. By using an integrated applicant tracking system and HRMS, all the elements of a successful hiring campaign can be designed for all to carry out. This increases efficiency and ensures no one is overlooked.
Measure the true success of hiring efforts
Recruiters often focus on certain metrics like time-to-hire to measure their performance. These are short-term. However, this is not a realistic view of recruitment success, which should also include factors such as the productivity of the new hire, quality of hire, and retention rates. Long term results are a more accurate measure of success. An ATS linked with an HRMS provides this bigger picture data. If a new hire is actively engaged at work over the course of their entire career, then recruiters have done their job well.
As you can see, there are plenty of reasons to consider using an integrated approach when using an ATS and HRMS. Seek out solutions that offer this capability and put them to the test.
Is a seasoned human resource and career coach, eLearning courseware developer, and web copywriter with 2 decades of corporate-level experience. She contributes to About.com, ADP Thrive, BlogHer, eLearning Industry, Forbes, HR Dive, HR Gazette, HR.com, HR Magazine, LinkedIn Pulse, PayScale Compensation Today, US News and more.