Hey, Friends,
Last week, we discussed chaos, drawing parallels to our work.
Today, I want to shift gears to something more structured: order.
One specific kind of selecting HR technology, with the use case of ATS (Applicant Tracking System).
Having the right HR tech will make you faster and more effective.
So, today, we will talk about making the selection process faster and more effective using analytics.
Criteria and Scoring Matter
When selecting technology, a systematic approach is key. This means:
Criteria: what are you looking for
Importance: how important this feature is to you
Scoring: what is the score for the solution
This approach will help you objectively assess different solutions and make the best decision. And I mean the best decision here as this simple tool combines rigour, fairness, and completeness.
Let's take a look at an example
Here are some sample criteria you might use when selecting an ATS:
Job Posting and Requisition
Post job requisitions on various channels
Integrate with job boards
Use templates for recurring job postings
Initial Screening and Application
Create pre-qualification questions
Track sources and channels for job postings
Provide an external and internal job portal
Maintain applicant information in pools
Keep historical records of requisitions and applicants
Candidate Management
Track applicants through stages
Suggest candidates from internal pools
Enable employee referrals
Communication and Documentation
Attach documents to applications
Manage applicant notes
Communicate and schedule with candidates
Integrate scheduling with your email system
Evaluation and Reporting
Show dashboards
Report on requisitions
Final Stages and Onboarding
Convert applicants to employees without re-entering information
Seamlessly integrate with onboarding processes
Integrate with job requirements management
Integrate with background verification tools
Initiate candidate-related workflows
Pricing
How much does it cost
How much do add-ons cost
These are just a few that came to mind.
For each of these, add an importance rating from 1 (base case) to 3 (critical).
Importance and Scoring
Next, you will meet with different providers for:
Initial call: They will make you do it for their sales cycle
Follow-up call: They will add another useless call here
Demo: You will finally see the platform
Demo: You will see it again
Sandbox test: You will log in and play around with it
Q&A session: Use this session to answer your final questions
Next, you will review each provider and rate them based on your criteria on a scale from 1 to 3.
Finally, combine the scores by multiplication. If the feature is essential to you (2) and it's excellent (3), multiply them together to get a score of 6.
Add up all of the scores for each platform to choose the winner.
I know it sounds complicated.
But in reality, not having criteria is complicated.
Criteria and scoring create clarity. Clarity will allow you to choose the best product for you.
Cheers,
K
Whenever you’re ready, there are 2 ways I can help you:
#1
If you’re still looking to get started in People Analytics, I recommend starting with my affordable course:
Practical People Analytics: Build data-driven HR programs to 10x your professional effectiveness, business impact, and career. This comprehensive course will teach you everything from building an HR dashboard for business results to driving growth through more advanced analytics (i.e., regression). Join your peers today!
#2
If you are looking for support in your human capital programs, such as engagement, retention, and compensation & benefits, and want to take a more data-driven approach, contact me at Tskhay & Associates for consulting services. Or simply reply to this email!