Maarten Oostenbrug wrote to me a detailed reply:
You will have to define the requirements for your specific organization and define the specs of a tool to support that. Then (and only then) can you start looking for tools (there are various sites to compare and evaluate software). It’s a bit work but it will make things easier and faster down the road. In case you have not a good idea yet how your requirement process works and what you need for support:
Sorry Sajit, imho this questions can’t be answered eaningfully.
The “right” ATS depends on the specific needs of your organization. An ATS that works fine for one company can be totally unfit for another and vice versa. As always, HRM is context sensitive. So are recruitment processes and therefore also the supporting technology.
The “right” ATS depends on the specific needs of your organization. An ATS that works fine for one company can be totally unfit for another and vice versa. As always, HRM is context sensitive. So are recruitment processes and therefore also the supporting technology.
You will have to define the requirements for your specific organization and define the specs of a tool to support that. Then (and only then) can you start looking for tools (there are various sites to compare and evaluate software). It’s a bit work but it will make things easier and faster down the road. In case you have not a good idea yet how your requirement process works and what you need for support:
- use a whiteboard (yes, I’m serious. If you can’t figure it out with pen and paper, you can’t automate it either!)
- Use trello or any other KanBan system to keep track of workflow
- Use excel or something that recruiters themself can modify and maintain with basic skills.
None of these solutions will automate your recruitment process. None of these are scalable and none should be used for more than a short time. They are only useful to develop and understand your recruitment process, decision making (selection!) and other requirements.
Some examples of requirements you need to know before you even start looking for ATS: what is the recruitment experience you want to offer? How many applicants and recruiters are involved? Do you need video conferencing? What are selection criteria and how do you know them (CV’s are horrible for selection)? Legal requirements (privacy. Equal opportunity). And of course, do you really need an ATS to start with? There are downsides and risks involved with an ATS too. Bottom line: you can’t select or evaluate an ATS (or any tool) based on an idea that you will recognize something good once you see it. Neither will raving reviews by others mean anything for your specific situation. Serendipity is not a strategy.
Some examples of requirements you need to know before you even start looking for ATS: what is the recruitment experience you want to offer? How many applicants and recruiters are involved? Do you need video conferencing? What are selection criteria and how do you know them (CV’s are horrible for selection)? Legal requirements (privacy. Equal opportunity). And of course, do you really need an ATS to start with? There are downsides and risks involved with an ATS too. Bottom line: you can’t select or evaluate an ATS (or any tool) based on an idea that you will recognize something good once you see it. Neither will raving reviews by others mean anything for your specific situation. Serendipity is not a strategy.
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