Congratulations! You’ve convinced the powers that be that your recruitment team needs an Applicant Tracking System (ATS). That’s an achievement to celebrate in its own right. Now comes the tricky bit –making sure that your project is a success. This can be easier said than done. To give your project the best start in life, you need to carefully plan how you will roll out your new ATS companywide. This article is the result of years of experience of helping to make ATS projects work for our clients. Please use it as a guide to help you think about your entire implementation process from beginning to end. And if you have any questions – please don’t hesitate to give us a call.
Our previous posts included understanding your processes, creating baseline measurements, considering a phased approach, picking the right ATS and getting hiring managers on board.
Step 6. Keep it really simple.
We touched on this idea as a way to get hiring managers using your system. The more complex the system becomes, the harder it is to maintain and use. Be very careful of "Regional Differences." Resist the urge to give everyone what they want and incorporate every feature suggested. In addition to only having one login, also really think about your questions and how to keep them clean and intuitive. There’s a real art to this. Test it out on your target audience first (not just your colleagues). Have field data in the right format. Pay attention to detail and be consistent. Put salary in numbers (i.e. no . or £) or put an example of the date (DD/MM/YYYY) so your users don’t try to write 20 May.
Next time we will discuss setting the right expectations.
This post is an excerpt from the white paper "Twelve steps to a successful ATS implementation". If you would like to read more, you can download it now.
-Susannah
Photo credit: Zaloa Etxaniz
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