What is the best way to support HR professionals using an ATS?

1 Choose the right ATS for your needs

Not all ATS are created equal. Some may have more features and integrations than others, while some may be more user-friendly and customizable. Before you invest in an ATS, you should consider your hiring goals, budget, and preferences. You should also research the reputation and reviews of the ATS vendor, and ask for a demo or a free trial to test the system. You want an ATS that meets your requirements, fits your budget, and offers reliable customer service and technical support.

3 Update and maintain your ATS regularly

To ensure that your ATS runs smoothly and efficiently, you need to update and maintain it regularly. You should check for any software updates or patches that may improve the performance or security of your system. You should also backup your data and delete any duplicate or outdated records. You should review your job postings and candidate profiles periodically, and remove any irrelevant or expired information. You should also monitor your ATS usage and feedback, and identify any areas that need improvement or optimization.

4 Integrate your ATS with other tools and platforms

One of the benefits of using an ATS is that you can integrate it with other tools and platforms that can enhance your hiring process. For example, you can connect your ATS with your social media accounts, career websites, job boards, or email marketing software. This can help you expand your reach, attract more applicants, and automate some of the tasks. You can also integrate your ATS with your HRIS, payroll, or performance management systems. This can help you streamline your data transfer, avoid errors, and track your hires' performance.

5 Balance your ATS with human touch

While an ATS can save you time and effort, it cannot replace the human touch in your hiring process. You should not rely solely on your ATS to screen and evaluate candidates, as it may miss some nuances or potentials that a human eye can catch. You should also not use your ATS to send generic or impersonal messages to your applicants, as it may damage your employer brand and candidate experience. You should use your ATS as a tool to support your decision-making and communication, but not as a substitute for your judgment and empathy.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?