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3 key steps for implementing your ATS

Written by Guest Author | May 4, 2016 | 0 Comments
ATSMost HR professionals today have at least some experience of working with recruitment technology, of which the prime example has to be the applicant tracking system (ATS). There is a wide range of such solutions available, invaluable for everything from recruiting and onboarding to training and succession planning. However, the ATS implementation process can also be an overwhelming one.
Informed hiring managers know such basic steps of ATS implementation as deciding on the right solution, creating the best-defined implementation strategy and identifying a suitable maintenance plan. However, the three steps below are rather lesser-discussed, despite being no less crucial.

1. Thoroughly research what your team requires

The best-chosen technology will make the day-to-day activities of your HR team so much easier – but have your team and wider organisation properly discussed what they need in such a solution? This is why a needs assessment should be conducted that allows you to understand the most urgently required features, as well as how the system will be used and the all-round impact on business operations.

2. Pinpoint your advocates for such a system

Your chosen ATS needs to be one that will be embraced across your HR team and any other parts of your organisation that may come into direct contact with it. That’s why, early in the implementation process, you will need to engage the interest of end users, identifying those who are most enthusiastic about the solution and therefore best-placed to share with others how it will support the firm’s broader goals.
Your aim should be to gradually banish that resistance to doing things “the way we’ve always done things”, instead ensuring that you have a team of people ready to embrace the new system.

3. Train your team in how to use the ATS

Before, during and after your organisation’s ATS has been implemented, you should educate your team on how to use it. Not only must employees know how to use the software’s basic functions, it is advisable to embed ongoing training and support to help your staff make the most of everything that your new technology is capable of.
It undeniably takes a lot of time and effort to undertake the most successful ATS implementation, but the rewards – in the form of a much more efficient and effective recruitment process and the associated benefits for your employer brand – make that initial effort more than worthwhile.

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