Choosing the perfect ATS (Applicant Tracking System) for your organisation seems to be becoming an increasingly complex task. Internally, your business is working to tight deadlines and against stiff industry competition. And externally the market is noisy and congested of endless vendors, who all promise to be the ‘perfect fit’ for you. Quickly, the process can turn into an uphill battle to find the light.

In order to enhance your ATS search and ensure you grab the best results, we have 6 key factors that you must consider. By simplifying the process down you can rest easy in the fact that critical points are not missed and your organisation can find the best solution to make way for success.

Assess your current situation and needs.

Before even thinking about solution options, spend some time evaluating your current processes. Notice areas of your operations that experience bottlenecks or inefficiencies and note them down. By looking inwards we are able to begin to curate a list of priorities that you want to be remedied by your ATS.

Don’t stop here however, we suggest adding other things to this list that might be important to you. The sort of things not identified by simply observing your current situation. This could be enhanced security or the amount of support the vendor offers. Remember, the perfect ATS should work hard for your exact needs and wants, so it is critical that you have the strongest grasp of what these needs look like.

Ease of use

This sounds obvious but it’s something that still gets forgotten about.

A strong ATS ensures that tasks like reviewing applications, scheduling interviews, and generating reports are straightforward, reducing the time spent on training or figuring out complex features. The platform should be simple to navigate and should almost complete time consuming tasks without you even noticing.

Most providers will happily supply you with demos or trials and you should lap them up. Spend some good time testing out a selection of vendors and ensure that you and your team find them simple and effective to use.

What support is offered?

The ATS market is flooded with options. To cut through the clutter and find the right fit, it’s crucial to focus on the quality of support you’re getting from the vendor. Look for a partner who is not just selling you a product but is genuinely invested in helping your team succeed. A reliable, supportive vendor will work alongside you to make sure the system fits your unique needs and delivers results.Avoid getting caught up in aggressive sales tactics. Instead, pay attention to how the vendor will be there for you long-term. Are they offering ongoing support, listening to your feedback, and continuously improving their system based on your needs? A great vendor should make you feel valued and offer guidance at every step of the way, ensuring your ATS works for your team.

Some strong pillars of support include

Implementation Managers who can guide and support the initial process. They should share best practices and offer recommendations to ensure your ATS suits your specific needs and enhances your processes from the get go.

Account Managers who continue to build a strong relationship with your business by regularly checking in and ensuring your requirements are met.

Think about the future

We all aim for our business to grow and, with this, our companies often change – your ATS needs to be able to do the same. Look for vendors that offer flexible configurations that simply strengthens your recruitment process. It should in no way control it.

The right system will evolve with your team, ensuring that you don’t outgrow it or feel the need to switch providers down the line. You don’t want to put in all this hard work and then find ourselves back at square one – searching for another vendor.

Look for recommendations

In the same way you might search for a tradesperson to fix your home, you may want to look at your network and ask them if they have any insights or recommendations. We suggest doing this when you have whittled down your choices to a few preferences and if at this point you’re still struggling to decide then ask a friend if they can assist in suggesting the best option.

Your peers’ experiences, whether they be good or bad ones, can be the key to unlocking your perfect ATS.

Leverage Rectec Compare

Rectec Compare ticks off all of the points listed above in a matter of minutes.You just fill out a simple form with your business needs, and the platform’s smart algorithm does the hard work. It cross-checks thousands of vendor data points to quickly and accurately suggest the best ATS options for you. Rectec Compare also gives you everything you need to make a confident choice—vendor profiles, feature lists, customer reviews, and demo videos, all in one place. You can rate and compare ATS options as you go, making the whole process smooth and stress-free.

Final Thoughts 

Selecting the ideal Applicant Tracking System for your organisation doesn’t have to be overwhelming.

By focusing on key factors such as assessing your needs, ease of use, vendor support, future scalability, and seeking recommendations, you can streamline the process and make an informed decision.

Furthermore, utilising Rectec Compare simplifies this journey, providing valuable insights and a clear path forward. With careful consideration and the right support, you can ensure your ATS choice aligns with your long-term recruitment goals and sets your organisation up for success.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System, best Recruitment CRM, or best HRIS to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post 6 Key Factors to Consider When Choosing Your ATS appeared first on Rectec.

And we get it, the stakes are high: selecting the wrong ATS can result in wasted resources, frustrated teams, and missed opportunities. That’s why comparing all available options is not just advisable—it’s essential.

The Consequences of Choosing the Wrong ATS

Selecting an ATS without thorough comparison can have significant downsides:

Mismatched Features: Not all ATS platforms are created equal. Some may lack the specific features your organisation needs, such as advanced reporting, integration capabilities, or candidate experience tools. Without a comprehensive comparison, you might end up with a system that doesn’t fully support your recruitment processes and ends up not being utilised to its full potential.

Costly Implementations: Implementing an ATS is a significant investment, both in terms of money and time. If the chosen system doesn’t align with your business needs, the costs of switching systems or enduring an inefficient process can be insurmountable.

User Adoption Issues: A system that is difficult to use or doesn’t resonate with your team can lead to poor adoption rates. This results in underutilised technology and wasted investment, as your recruitment team may revert to manual processes or outdated tools.

Limited Scalability: Your organisation’s needs today may not be the same tomorrow. Without a thorough evaluation, you risk choosing a system that can’t scale with your business, leading to the need for another costly and time-consuming search in the future.

The Importance of a Thorough Comparison Process

To mitigate these risks, it’s crucial to conduct a thorough comparison of all available ATS options. Here’s why:

Tailored Solutions: Every business has unique recruitment needs. A thorough comparison allows you to identify which systems offer the best combination of features, scalability, and ease of use for your specific requirements.

Cost-Efficiency: By comparing all options, you can ensure you’re getting the best value for your investment. This involves not just looking at the initial costs, but also considering long-term expenses like maintenance, upgrades, and support.

Future-Proofing: A detailed comparison will help you choose a system that not only meets your current needs but is also capable of evolving with your organisation.

Vendor Credibility: A comprehensive evaluation process allows you to assess the credibility and reliability of different vendors, ensuring you partner with a provider that offers ongoing support and innovation.

How Rectec Compare Simplifies the ATS Selection Process

Given the complexity of the recruitment technology market, manually comparing each ATS option can be daunting. This is where Rectec Compare comes into play.

Rectec Compare is a powerful, fee-free comparison platform designed to simplify the ATS selection process. Here’s how it works:

Centralised Database: Rectec has developed a centralised database that contains comprehensive information on a wide range of ATS and Recruitment CRM vendors. This database is built on extensive market research and independent reviews, ensuring you have access to accurate and up-to-date information.

Customisable Search: The platform features a sophisticated yet user-friendly search engine. By inputting your specific business requirements—such as budget, preferred features, and company size—Rectec Compare instantly analyses and matches your needs with the best solutions in the market.

Instant Shortlisting: In just a few clicks, Rectec Compare provides you with a tailored shortlist of vendors that meet your criteria. This saves you enormous amounts of time and effort, allowing you to focus on evaluating only the most relevant options.

Fee-Free Service: Perhaps the best part is that Rectec Compare is available to qualified users free of charge. This allows organisations of all sizes, from startups to enterprises, to benefit from professional-grade comparisons without additional costs.

By comparing all available options, you can ensure you select a system that is tailored to your needs, cost-effective, and scalable. Rectec Compare simplifies this process, empowering you to make informed decisions quickly and confidently.

Don’t leave your ATS selection to chance. Register with Rectec Compare today and find the perfect recruitment technology solution for your organisation in minutes.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post Why Comparing All Options is Crucial When Selecting an ATS appeared first on Rectec.

Implementing a new Applicant Tracking System (ATS) is no mean feat for any company. It demands a deep understanding of the product to ensure its effective use and many organisations face challenges in this process, from ensuring smooth integration to training their staff on the new system. This is where hiring a consulting service can make a substantial difference, not only in terms of speed, but also in the effectiveness of the implementation and the user experience that follows.

Expertise and Experience

Consulting services bring extensive expertise and experience to the table. With a deep familiarity with a vast array of technologies, plus many years of experience in delivering training to System Administrators, HR users, and Hiring Managers, they can help streamline the ATS implementation process. Their knowledge of systems from a variety of vendors ensures that they can handle different platforms and adapt to specific organisational needs.

Tailored Training for Effective Use

One of the critical factors in successfully implementing an ATS is ensuring that users are skilled and confident in using the new system. What’s the use in investing large amounts of cash into shiny systems if your team isn’t confident and equipped to use them?

A consulting service can design and deliver tailored training materials that cater specifically to your organisation’s needs. By providing hands-on training sessions, whether onsite workshops or remote sessions, they ensure that your team gains practical and valuable experience. This hands-on approach helps users become proficient more quickly, reducing the learning curve and minimising disruption to your business operations.

Comprehensive Support

Consulting services offer comprehensive support throughout the entire ATS implementation process. Producing things such as training guides and user manuals that serve as valuable resources for ongoing reference and training workshops that focus on enhancing user experience. This thorough approach ensures that your team has all the necessary tools and knowledge to utilise the ATS effectively.

Custom Solutions for Unique Needs

Every business is different, and so are their requirements for an ATS.
Consulting services recognise this and provide custom solutions tailored to fit your specific needs. If they encounter a system they are not familiar with, they will first obtain the necessary training from your service provider. This proactive approach ensures that they are well-prepared to create a training plan that suits your organisation perfectly. By understanding your requirements and challenges, they can offer solutions that optimise the implementation process and maximise the return on your software investment.

Minimising Business Interruption

Consulting services help ensure that the transition to a new system is as seamless as possible. Their expertise and knowledge allows the process to minimise interruptions to your businesses operations.
Their structured training and implementation plans mean that your team can continue to focus on their core responsibilities with minimal disruption. By accelerating the learning process and ensuring that users are confident in using the new system, they help maintain productivity levels and prevent any significant downtime.

Rectec is here to demystify ATS implementation. We understand that time is precious for any organisation and therefore our consulting services are on hand to generate custom training and implementation methods that can both speed up the whole process and maximise the benefits your team experience as a result of your new ATS software. With our tailored training programs, comprehensive support, and custom solutions, Rectec consulting services are invaluable in maximising the benefits of your new ATS and ensuring a successful transition.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post The power of consulting services in ATS Implementation appeared first on Rectec.

Finding the right talent efficiently is paramount to business success. 

Enter Applicant Tracking Systems (ATS), a revolutionary software application that enables the seamless handling of recruitment and hiring needs. This smart tech has emerged as a cornerstone of success in today’s world of recruitment. 

But with a myriad of options available, selecting the perfect ATS for your organisation can be a daunting task.Fear not, we’re going to guide you through the process of choosing and implementing the best ATS.

When embarking on the quest for the ideal ATS, it’s crucial to assess your organisation’s unique needs and circumstances. Consider the following factors:

1. Business Size: Whether you’re a startup or a multinational corporation, the size of your business will influence your ATS requirements. While smaller companies may opt for simpler, more cost-effective solutions, larger enterprises might demand robust features and scalability.
2. Company Needs: Identify the key features and functionalities crucial to your HR team. Whether it’s seamless integration, advanced analytics, or candidate experience enhancement, prioritising your requirements will steer you towards the right ATS. Alternatively, highlight current bottlenecks in your organisation’s processes – these are the spots you want to target with ATS and its ability to streamline.
3. Budget: Just as different companies’ budgets can be so varied, ATS costs can be different depending on vendors/products. Understanding your budget constraints and exploring flexible pricing options will ensure you get the most value for your investment.
4. Reporting and Analytics: A comprehensive suite of reports and analytics is indispensable for tracking recruiting performance. Prioritise ATS solutions that offer robust analytics capabilities tailored to your specific metrics and KPIs.
5. Integration: Easy and speedy integration with existing HR systems and complementary technologies is vital for streamlining operations and maximising efficiency. Look for ATS solutions that offer extensive integration options to avoid headaches for your team.
6. User Experience: A user-friendly interface is essential for both recruiters and candidates alike. Involving your team during the evaluation phase will ensure that the chosen ATS aligns with your organisation’s usability requirements.

During the evaluation process, don’t hesitate to ask ATS vendors every question you can pull out of your hat. Try to focus on key particulars and inquire about their solutions’ ability to enhance hiring metrics such as candidate experience, referrals, and pipeline management. 

In the quest for the perfect ATS, leveraging RecTec Compare can provide invaluable insights and guidance. RecTec Compare, our platform for evaluating and comparing ATS solutions based on your specific requirements and preferences, you can streamline your selection process and make informed decisions backed by data-driven analysis. Whether you’re prioritising integration capabilities, user experience, or pricing flexibility, RecTec Compare empowers you to find the ATS that best aligns with your organisation’s needs and objectives. You can trust us in navigating the complex landscape of ATS options, ultimately leading to the implementation of the ideal ATS solution for your business.

By following these steps and leveraging the insights gleaned from our guide, you can confidently navigate the labyrinth of ATS options and implement the best solution tailored to your organisation’s needs. Remember, the right ATS isn’t just a tool—it’s an asset that empowers your HR team to attract, engage, and retain top talent – take your time and ensure you find the best solution for you.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post How to select the best ATS for your business appeared first on Rectec.

We think it’s safe to say the whole recruitment industry is feeling the buzz around the match made companionship of AI and ATS. Both have become vital organs in many businesses in their own right, laying foundations in streamlining processes as well as offering invaluable operational and administrative support. But when these guys collaborate, doors that have been locked tight for years seem to be suddenly opening. 

Amongst many other things, leveraging AI in candidate sourcing in particular is acting as the key to achieving a longstanding mission of recruiters. It’s transforming job ads into exciting, energetic artforms, capable of speaking straight to candidates. Seemingly making them feel like a role has been carved out specifically for them and matching the perfect candidate to the role.

So how on earth is it managing this? We believe its main success lies in five of its capabilities. 

Efficient Candidate Screening: 

ATS automates the initial screening of resumes by cleverly categorising candidate information allowing recruiters to clearly see where the talent is. Additionally, AI algorithms help identify the most qualified candidates based on specific criteria, saving recruiters time and enabling you to focus on the most promising applicants. 

Keyword Optimisation for Reach: 

AI-driven tools assist recruiters in making job ad content speak clearly to candidates with relevant keywords. By strategically incorporating these, job ads become more searchable, improving visibility on job boards and attracting a larger pool of qualified candidates. 

Performance Analytics 

ATS provides invaluable insights on analytics of the performance of job ads, tracking metrics such as click-through rates, application rates, and time-to-fill. AI analysis compliments this by giving recruiters information into the effectiveness of different ad campaigns, in turn helping you refine your strategies for better results. 

Diversity and Inclusion Enhancement 

Making a positive, compassionate impression from the off is of utmost importance and AI can help identify potential bias in job ads, promoting the use of inclusive language and reducing unintentional discrimination. Recruiters can leverage AI tools

to ensure job ads are appealing to a diverse range of candidates, fostering a more inclusive hiring process which can perfectly echo the culture of your company.

Talent Pool Management 

ATS systems with AI capabilities can maintain a centralised talent pool by continuously updating candidate profiles based on new data. Recruiters can easily tap into this talent pool for future job openings, streamlining the talent sourcing process and guiding you seamlessly to the best candidates. 

For recruiters navigating the complex terrain of talent acquisition, ATS, with the trusty assistance of AI stands as a must-have tool, weaving together insights, strategies and analytics to transform job ad creation. 

With all of the above in mind, Our in-house software comparison tool, Rectec Compare, is reacting as the industry evolves. The need for a centralised hub linking you to the best software options is becoming paramount. Rectec Compare answers this call by offering a one-stop solution for evaluating, comparing, and implementing CRM, ATS, and the imminent integration of HRIS. 

Amongst many other things, Rectec Compare aims to revolutionise the way businesses approach talent acquisition. It’s not just a tool; it’s a strategic partner that simplifies the decision-making process, ensuring that businesses harness the full potential of cutting-edge technologies in their pursuit of top-tier talent.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complimentary tech marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

The post Using AI in candidate sourcing appeared first on Rectec.

But how do humble tech platforms, most importantly an Applicant Tracking System, really help in the modern War for Talent? 

An ATS provides a scalable, customisable “eye in the sky” view of your entire applicant base, and offers a granular look at individual applicant progress, providing both recruiter, employer and employee with ample data to adjust and perfect a job or applicant search. 

The end result, if well-manicured and maintained, is a hiring process of immense personality and leadership, built on efficient use of data and applicant visibility via a one-tech solution. 

Now, this all goes to plan in a stable recruiting environment.  

But we live in an era beset by a constant battle for talent, fighting for EVP visibility and hiring sustainability in a fast-changing world.  

We live in an era of aggressive, no-holds-barred recruitment competition, and we’d make a healthy wager any HR leader reading this has seen the frequency of talent gazumping explode over the last couple of years. It truly is a War for Talent. 

So how does an ATS help you stand above the competition when talent is in high demand and short supply, and the hiring landscape is more competitive than ever? 

The definition of “The War for Talent”. 

The beauty of living and working in a pluralist, innovative, ideas-centric culture is that there are multiple ways to build a career and myriad ways to connect with and develop talent both internally and externally.  

But these systems and networks are fragile.  

Since the pandemic, we’ve played witness to the effects of one of the biggest market shocks to this system in a generation, and the results, for some, have been catastrophic – the near collapse of talent pools across the world, mass walk-outs in others, and a considerable lack of skills and training in emerging niche sectors have all caused what can only be described as the perfect candidate storm.  

So where are we now?  

Ask any HR leader to define our current recruitment present and they’d say the market is “candidate-led”. 

• “A candidate-led market is, in short, when the number of vacancies is outweighing the number of people searching for employment and as a result, the market is highly competitive, with companies battling to attract and recruit the best candidates out there”. 

Candidates in most sectors understand their skills are in high demand, and as such “control” how and where they apply themselves.  

This has set a new precedent in a new War for Talent, and this new normal has come to define modern hiring.  

In areas of high talent demand – such as Tech, Education, Healthcare and Logistics – shortages of talent, the rise of remote work and upward pressure on wages have upended years of recruiting norms, and ushered in a hyper-competitive era of recruitment and retention. 

How an Applicant Tracking System can help in the War for Talent? 

So how does the humble ATS help in this war?  

Are the tools contained within applicant management systems the arsenal to defeat the immortal enemy of hiring managers everywhere? 

We believe there are 5 key features of an ATS that can improve hiring outcomes and help in the War for Talent: 

• Hiring Costs Reduced – ATSs are hiring efficiencies made real. As they centralise applicant details, provide accurate, real-time reports and provide the basis for establishing hiring metrics, not to mention the fact they systematically improve communication and applicant transparency, they massively impact the overall costs of hiring. They also reduce the need for relying on external companies or agencies to do the legwork of sourcing, vetting and hiring staff by providing talent management structure.
• Time To Hire Improved – ATS platforms simplify the recruitment process. They make staff more efficient, they improve applicant management, they improve talent pool management and they improve consultant behaviours and organisation. The end result is faster hiring through automated services, centralised data gathering and cloud-based accessibility.
• Quality of Hire Improved – the value of an ATS lies in the work it does behind the scenes – CV parsing; data gathering; shortlisting; automated communications. The sum result of a consultant utilising these tools is, simply, better quality hiring outcomes. By effectively screening and shortlisting the best applicants from an applicant pool, a consultant can spend more time establishing rapport and relationships with the best in class, without worrying about whether any candidates have fallen through the gaps. 
• CX improvements – in a candidate-led market, the candidate experience is often a significant career choice differentiator. Tech should not and, at this stage, cannot take the lead on establishing good CX, but it can most certainly help bolster it. An ATS can subtly (and sometimes overtly) improve the things that make CX great – open communication, application transparency and the digital foundation for real, consultant-driven emotional connection between worker and employer.
• EB Improvements – all of the above points impact the overall impact of an employer brand – the DNA of a company, the brand power and placement within a market and the overall attractiveness of a place to work. ATS’ do incredible work – they streamline applications, make communication easier and quicker, and improve shortlisting and reporting of applications. The cumulative result of these small improvements is a seamless candidate application process and a brand that screams “We hire well”.

The ATS bottom line.  

In our view, your Applicant Tracking System is your biggest weapon in the War for Talent, allowing you to engage, protect and nurture talent more efficiently, and more importantly, better than your competitors.  

At the end of the day an ATS will never supersede the very human nature of talent acquisition – what it should do, however, is provide a platform that elevates expectations and performance. 

A good ATS is the landscape on which you do the hiring fighting, to mangle the metaphor even further – it sets the context and creates an indomitable culture of hiring that’s impossible to ignore, due to its efficiency, speed, personality and ease of use. 

At Rectec we help organisations to find the best recruitment and talent acquisition technologies to suit your needs.  

From Applicant Tracking System and Recruitment CRM comparison, to vendor snapshots, and technology showcases in our unique technology marketplace, we provide fee-free tools to help you build the perfect recruitment tech stack for your business! 

The post How to use an ATS to stay ahead of the competition in the war for talent.  appeared first on Rectec.

But most recruiters are strapped for time, battling a flood of demand and rising talent requirements. They often don’t get the time or space to fully understand how ATS providers and platforms can still help at the non-digital end of the hiring funnel – at interview stage. 

Well, we’re here to drop some easy-reading facts and stats on why, how and where ATS platforms can help not only improve interview processes and outcomes but address issues in remote interview cultures and improve wholesale recruiting outcomes, both analogue and digital.

Remote Interview Statistics for 2023.

With the pandemic falling away in the rearview mirror, just how long-term have the changes been to workplace interview processes? 

Is remote interviewing now seen, or expected, as standard fair from employers, and how are candidates reacting to remote interview requirements?

• “Per a recent Indeed survey, 82% of employers surveyed use virtual interviews, and 93% of employers plan to continue using them”.
• “There has been a 57% increase in the use of video interviews from 2019 – 2023”.
• “Pre-pandemic 79% of employers conducted first-stage interviews via telephone or face-to-face meeting. As of January 2021, video interviews are the most popular method of conducting first-stage interviews with 86% of employers favouring it”.
• “Nearly 50% of job seekers prefer video interviews over face-to-face interviews”.
• “60% of recruiters use video technology to interview candidates, regardless of whether the job is remote”.

The chief takeaways from the above stats are fairly clear – video interviewing is not only expected from candidates but critical for recruitment success. Video interviews are now expected as standard irrespective of whether the role is remote or not. 

In short – remote interview dominates. If you’re not utilising it at some point in your candidate journey, you’re failing potential hires and future stars.

ATS innovations in interview technique, strategy and platform use.

The humble Applicant Tracking System is more than an agile platform for candidate communications and organisation – they are often packaged as an all-in-one, end-to-end digital solution for every recruitment step and every possible recruitment need, including hosting remote interviews. 

Innovations in the ATS recruitment space have been legion. From AI-led candidate sourcing to CRM-esque application organisation and administration and more, applicant tracking systems and their affiliate plug-and-play recruiting tools and hiring products are now essential hubs of recruitment information. They are central to successful hiring, and consistently improving data dumps for recruitment metrics and analysis.

Naturally, digital dominance offers new techniques and strategies for recruiting, most importantly around data accessibility and analysis, and how data is understood to drive more favourable recruiting outcomes across the candidate journey. 

In our view, Applicant Tracking Systems do one thing more effectively than any other software in a recruiter’s stack, especially when it comes to candidate handling at the interview stage – they sit at the juncture between data, people, and meaningful interview cultures and provide maximum visibility across the entire hiring spectrum.

The trick is using each element to improve hiring outcomes, deliverables and, of course, company reputation.

Applicant Tracking Systems sit at the juncture between data, people, and meaningful Interviews.

So how does the humble ATS organise and administer data and people, and improve remote hiring outcomes?

Data. 

• Consider one of the primary features of an ATS – communication automation. 
• ATS platforms can automate candidate communications and rapidly move applicants through a sourcing, vetting and pre-interview stage without you having to lift a finger. 
• This not only utilises data to highlight and prioritise the best hires but hones that data for applicant upkeep and retains applicant momentum during a critical part of the hiring process – that of screening and vetting candidates for interview.

People.

• A well-placed ATS aligns people across the interview fold, from candidate to interview panel. It can reduce barriers between different departments and provide a sole interview HQ for all applicant information. 
• Some ATSs take it a step further, allowing for seamless, multi-site interview panels, or AI-led analysis of applications and resumes to improve interview questions and direction.
• In short, an ATS can improve the connection between every interview party, and even provide niche analysis of specific skills to improve interview effectiveness.

Meaningful Interviews.

• Lastly, an ATS is on-demand information in the palm of your hand. Critically, if one was to centralise an interview process within an ATS or adjacent to an ATS, candidates can rest assured they’ll have immediate feedback on their application and interview.
• An ATS almost acts like a backstop against dropped applicants post-interview and provides immediate context and clarity to interview next steps.

The bottom line.

In theory and practice, ATS systems are a one-stop-show for interview prep, follow-up, and organisation. But above all else they centralise and simplify complex recruitment processes, thereby streamlining those processes and getting talent in front of employers quicker.In

In the digital age, when ATS providers are leaned on more than ever to guarantee hiring success at every stage of an application, ATS platforms can find new and novel ways of engaging candidates and improving interview processes, even when those interviews are remote!

If you’re looking to identify the Best Applicant Tracking System for your business, then be sure to check out our comprehensive guide to the Best Applicant Tracking Systems (2024).

At Rectec we help organisations to find the best recruitment and talent acquisition technologies to suit your needs. 
From Applicant Tracking System and Recruitment CRM comparison, to vendor snapshots, and technology showcases in our unique technology marketplace, we provide fee-free tools to help you build the perfect recruitment tech stack for your business!

The post How does an ATS streamline your remote interviewing process? appeared first on Rectec.

There are over 450 applicant tracking system providers in the UK alone, so shopping for a new ATS can be a labour-intensive task with little reward other than circling back and forth between search terms on google.

However, getting your choice of Applicant Tracking System right is absolutely business-critical, as recruitment becomes more urgent, more digital and more personable – according to TalentLyft, “86% of recruiting professionals say that using an ATS has helped them hire faster”.

Speed-of-hire is one, vital metric in which we judge the efficiency of an ATS. However, recruitment in the modern digital era isn’t just about speed – consider the shift in candidate and client expectations in regards to communicating company culture and good onboarding processes that have so dominated the recruitment conversation post-pandemic. 

These other recruitment and job-seeker behaviours – how candidates engage with the more holistic, culture-led aspects of a company – are equally, if not more important to the modern job seeker than ever.

Applicant Tracking System providers have, in the main, met the moment, and these sorts of holistic and process-led features now come as standard in many solutions. 

So considering the explosion of ATS providers and new features that those ATS providers have built into their products, how do you know which solution is the right one for you?

That’s where we step in – as any recruiter knows, recruitment is more than simply putting candidate A into job A and stepping away. From application to video interviewing to onboarding, candidates demand a more agile, more immediate and far more human service from their consultants. 

ATS and recruitment CRM systems are often the platforms from which many of these connections are built.

So here is the Rectec guide to comparing ATS and recruitment CRM, to make sure the platform you choose is right for your enterprise. 

Assess your ATS needs.

As we mention at length in another article, choosing the right ATS is only as effective as your prioritised list of requirements. You need to make sure you know which features of an ATS solution you need, as well as the ones you don’t. 

We advise you to create a simple system in which you can easily refer to the features you need from an ATS provider. For example, a traffic light system, where certain features are colour coded; Green (those absolutely must-have features), Amber (those you will get regular benefit from) and Red (those which are not required). This will help in any conversation you have with an ATS rep, or any search terms you enter into search engines or, as we discuss below, into an ATS or recruitment CRM comparison service. 

When in doubt, ask for an ATS or recruitment CRM recommendation. 

Often recruiters and HR leaders will seek recommendations of ATS providers, not only because industry peers will, in some cases, have similar recruitment needs, but because it’s a great way to obtain first hand feedback of what solution your peers are using, and what those solution providers are like to work with.

Recommendations are trusted connections between peers and ATS providers and will come with a lot of positive brand advocacy. But, like with any major investment, caution is the word of the day, and we always urge recruiters to shop around before settling on a recommendation. 

ATS and recruitment CRM comparison services. 

Rectec are proudly flying the flag for a relatively new, and novel form of ATS/client introduction, the ATS comparison service. 

ATS comparison services are fast becoming the first port of call for recruiters seeking the perfectly matched Applicant Tracking System. Because ATS comparisons follow the same sort of customer UX journey as other, more well-known comparison service platforms (such as Compare the Market), comparison services are easy to use, free, and provide an enormous amount of feature flexibility and choice as standard.

Comparison services do all of the heavy lifting and handle the main pain points that come with looking for new ATS – for example, which provider to choose from the litany of options, based on customised inputs and tangible requirements, all of which are controlled by the customer, not search engines or sales reps.

Rectec, and our ATS comparison platform Rectec Compare, are the only provider of such a service.

The bottom line.

Choosing an ATS or recruitment CRM should take time – you need to build a relationship with the provider and their representatives you work with through navigating new tools and migrating data from one provider to another, and you need to make sure whichever ATS you choose, it has all the features you need and more.

But some of that patient shopping around can be expedited, as long as you know the features you need and understand the critical job ATS platforms provide to the modern job seeker. 

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

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