Selecting HR Tech (ATS)

A 3-Minute Guide

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

1. Post job requisitions on various channels

2. Integrate with job boards

3. Use templates for recurring job postings

Initial Screening and Application

1. Create pre-qualification questions

2. Track sources and channels for job postings

3. Provide an external and internal job portal

4. Maintain applicant information in pools

5. Keep historical records of requisitions and applicants

Candidate Management

1. Track applicants through stages

2. Suggest candidates from internal pools

3. Enable employee referrals

Communication and Documentation

1. Attach documents to applications

2. Manage applicant notes

3. Communicate and schedule with candidates

4. Integrate scheduling with your email system

Evaluation and Reporting

1. Show dashboards

2. Report on requisitions

Final Stages and Onboarding

1. Convert applicants to employees without re-entering information

2. Seamlessly integrate with onboarding processes

3. Integrate with job requirements management

4. Integrate with background verification tools

5. Initiate candidate-related workflows

Pricing

1. How much does it cost

2. 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

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#1

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#2

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