How can you improve your employer branding with ATS customization?

Simplicity lies in customizing the ATS to harmonize with the organization's values, essentially creating an experience that connects with top candidates. After using Freshteam, SAP, JOBDIVA and CEIPAL for some time, I can confidently say it helps make hiring smoother, improves communication with candidates through personalized automation, and consistently presents our employer brand at every step of the hiring process.

Give candidates the freedom to input the data. We limit a lot of fields for candidates to apply. This makes it tough for them to be able to focus on the application. With thousands of important things in red asterisks, candidates get the feeling that the "employer doesn't even want to chat and just looking for one reason to reject based on all this information". You as an employer will never be able to build a better talent pipeline and a great brand loyalty if you don't make it easy for candidates to navigate around.

Na minha experiência, um erro comum ao escolher um ATS é n?o considerar como ele se alinha com nossas necessidades específicas de Employer Branding. Muitas vezes, focamos apenas em funcionalidades básicas, esquecendo que a personaliza??o é chave para destacar nossa marca empregadora. é crucial escolher um sistema que permita personalizar anúncios de emprego, formulários e comunica??es, para realmente refletir os valores e a cultura da nossa empresa no processo de contrata??o.

Providing a consistent candidate experience in the system for all is key. If a candidate applies and is not the best match for what you are seeking take the appropriate, timely action. Don’t wait 3, 6, or 12 months before sending an update from the ATS letting the applicant know the company is not moving forward with them. Another is to be intentional with your communication back to candidates. Once a connection has been established, take the time to send a tailored or separate message that goes beyond an automated, drafted template response that is saved in the ATS. Even if the candidate is getting a system response, having something personalized come to them ahead of time, with feedback, will make a lasting difference.

Como selecionadora eu sempre procuro individualizar o retorno aos candidato, assim aumento a marca empregadora e dou o feedback ao candidato.

Customizing your Applicant Tracking System (ATS) is a crucial step in enhancing employer branding. By tailoring the ATS to align with your company's unique culture, values, and hiring processes, you create a seamless and positive experience for both candidates and hiring teams. Ensure that the application process reflects your brand identity, using personalized messaging and branding elements. Implement features that showcase your company's commitment to transparency and communication, such as automated status updates and feedback mechanisms. This customization not only streamlines the hiring process but also conveys a strong, consistent employer brand, attracting top talent and fostering a positive reputation in the competitive job market

Como especialista em RH, eu sempre enfatizo a importancia de personalizar a comunica??o durante todo o processo de recrutamento. Uma dica valiosa é personalizar os e-mails de acompanhamento e feedback. Ao invés de mensagens genéricas, crie e-mails que reflitam a cultura da empresa e demonstrem apre?o pelo tempo e esfor?o do candidato. Além disso, a utiliza??o de um sistema de rastreamento de candidatos (ATS) que permite a personaliza??o de mensagens automáticas pode ser um diferencial. Isso n?o só melhora a experiência do candidato, mas também fortalece a imagem da marca empregadora, mostrando que valorizamos cada intera??o individual.

Try not to get hung up on job postings and application forms. Keep the application process as simple and quick as possible and it's fine to advertise the JD as long it's on brand.

Improving employer branding through ATS customization, particularly by personalizing email templates, has been a game-changer. Reflecting on this strategy, it’s clear that personalized communication significantly enhances the candidate experience. In customizing our ATS email templates, I focus on infusing our company's culture and values into every candidate interaction. For example, when a candidate applies or moves through different stages of the hiring process, they receive informative emails that reflect our company’s tone and ethos. This approach extends the brand experience to the recruitment process, making each interaction more engaging and memorable.

In my experience, transparency is very compelling on a career site. Candidates searching for the right fit appreciate openness and details about compensation plans, benefits, career pathing, employee handbooks, etc. The more information you're able to provide about what it's like to work at your organization, the more likely you will be to attract the right people to join your team!

Na minha experiência, percebi que muitas empresas falham ao analisar dados do ATS para n?o olharem além das métricas básicas. Erros comuns incluem focar apenas na taxa de inscri??o e ignorar aspectos cruciais como satisfa??o do candidato ou qualidade da contrata??o. Além disso, muitas vezes, há uma falha em conectar esses dados com a estratégia de marca empregadora, perdendo a chance de melhorar a experiência do candidato e fortalecer a imagem da empresa no mercado. é essencial uma análise holística e integrada para realmente melhorar nossa marca empregadora.

In my experience ATS data is usually not that accurate because of poor implementation, plus usage varies massively and there are many subjective inputs. Rubbish in rubbish out!

Please, for the love of all that is holy, start your customization journey last: Begin by white boarding the entire end-to-end value chain, and thoroughly interrogate whether your current process is fit for purpose. Remember that every hand-off (person to person, team to team, system to system) is a point of friction, and therefore attrition, so remove as many as possible. Then, and only then, think about hanging the tech around the process. And remember the second you customize, you immediately make ongoing support and future enhancements 100x more complex. So, wherever possible, go with what comes out of the box.

YES, when it's time to hang the tech around the process (and purpose) I agree that the customization journey is last. Dear I say, configuration versus customization, and make sure it's a phased approach. No doubt begin whiteboarding, end-to-end value chain, current vs future state, but also bring those teams together, to allay assumptions when it comes to the purpose and process. Lastly, concurrent to the journey, make sure to have a beneficial comprehensive change management plan in support of the strategy; market it often and to many, communicate (top-down and side-to-side), anticipate risk and resistance, assess adoption and recognition, and collect and monitor feedback.

Even a small thing like URL white labelling can have a big impact on your brand. You'll have to pay a bit extra to implement this but the upside is that all of your external communication to candidates will be in your company name only.