As a recruiter, you’re probably used to juggling multiple tasks alongside each other. However, managing too many jobs, clients, and candidates all at the same time can easily get overwhelming. If you’re struggling to keep up with all the moving pieces of your hiring process, you might be considering adding an applicant tracking system (ATS) to your hiring toolkit.
An ATS can help you track and improve your hiring processes, making you more efficient and improving the overall candidate experience. But before you purchase an ATS, you’ll likely need to get approval from senior leadership.
Human resources and talent acquisition teams don’t typically directly generate revenue, so it can sometimes be difficult to justify the expense of a recruiting tool. However, with a little work, you can convince leadership that your organization will benefit from an ATS not only functionally, but also financially.
Signs that your organization needs an ATS
While there are a number of signs that it's time to switch to an applicant tracking system, some of the most common are:
Your team is using multiple tools: All of your hiring processes and information are currently scattered across multiple tools or applications. You may need to log a single process, like a candidate interview, in two or three separate applications.
Conversations are spread across many channels: Conversations with and about candidates take place via email, phone calls, interviews, etc. Keeping track of what has been said or done by whom, and when, can be a major challenge for hiring teams.
Candidates are critical of your processes: Candidates may complain about a lack of communication with their recruiter, or that interviewers seemed unprepared for the interviews. And because scheduling interviews and collecting feedback may take a long time, you could also be losing qualified candidates to competitors.
Reporting is a challenge: Without an ATS, reporting is often done manually. Not only is this time-consuming, but it makes showing the ROI of hires, tracking metrics like time-to-hire, or noting which vacancies have been filled and when, more difficult than necessary.
These aren't the only signs that an ATS should be in your future, but if you find yourself relating to any of the items listed here, you should start preparing to broach the subject with leadership. To help, we’ve compiled a list of things you can do to sell your leadership team on investing in an ATS.