Applicant Tracking Systems (ATS)€¦ · Future opportunities also lie in CRM, Onboarding and its...

Applicant Tracking Systems (ATS)Key Insights Report

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2 Applicant Tracking Systems (ATS) Key Insights Report

Context 4

Research Methodology 7

Overview of current ATS Landscape 9

Insight Highlights 14

Insight Findings 16

What’s the future for AI and Technology in HR? 36

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6

2

3

4

5

Contents

3Applicant Tracking Systems (ATS) Key Insights Report

“Today’s ATS has long since outgrown the simple notion of tracking applicants. Contemporary solutions include careers sites, CRM, sophisticated selection tools, offer management and onboarding. They are now complete recruitment technology platforms, specialised for the in-house resourcing professionals, hiring directly into their employers. The ATS is now the beating heart of candidate experience, and a core part of employer branding. The last ten years has seen a huge amount of innovation from dedicated suppliers, most notably with the addition of tools to facilitate video interviewing, assessments and a transition to use by smartphones as the device of choice. The market place is healthy and competitive, driving innovation and the adaptation of consumer techniques, such as chatbots, to the world of hiring.

This could sometimes mean there is a lot to think about in picking one to use. But with a little bit of homework to understand which solutions are proving popular, where their support and technical staff are based and if they are investing in the ATS as their core platform, employers can be confident to implement the technology. The benefits should be evident within weeks or months of launching an ATS, bringing strategic value to the organisations that take advantage of the great range of features on offer. ATS are now well proven solutions, competitively priced where return on investment is almost immediate: They’ve certainly come a long way in a relatively short time.”

Andy Randall CEO eArcu

Introduction


1Context


Scope of Project• Applicant tracking systems (ATS) are a software solution that can manage all

recruitment needs, serving as a data bank for the hiring process. They have become a ‘go-to’ solution to save time and resources in talent acquisition.

• They help to track candidate data as well as improve communication through the process, to ensure the organisation secures the best possible hire.

• 92% of candidates say they’ve experienced poor recruiting practices at some point in their career

– 67% have experienced businesses that drag out the recruiting process longer than a month

– 61% have experienced ‘recruiters who vanish’—withdrawing from all communication suddenly and without explanation, even after a candidate has had an interview.

Source – PwC Future of Recruiting Survey 2019

• The recent decade has seen unprecedented changes with enterprises increasingly using their ATS for Onboarding, Candidate Relationship Management, Recruitment Marketing, Psychometric Tests and Video Interviewing. They will often also integrate with Talent Management Suites or HRIS for learning, performance management, compensation management, Human Capital Management, core HR, processes and overall workforce management.

• These are all steps to manage the increasing challenge of recruiting and retaining talent, which can start at the very beginning with a poor candidate experience.

• Having surveyed FIRM members, this report will look to outline our findings on:

– Which are currently the most popularly used ATS, whether they are used for the UK only or globally, and how they are rated

– Importantly, how organisations are currently using their ATS and how they plan to use them in the future

– How long on average it takes to choose and implement an ATS, and how much companies are investing in their system.

• It also looks to the future and the opportunities to build on the ATS, integrating with Talent Management Suites (ITM) and/or Human Capital Management (HCM), leveraging the increasing scope provided by tech and AI.

Context


Context

Approach• A number of organisations were approached by Rachel Empson working on behalf

of The FIRM.

• Each participant completed an online survey of 12 questions.

• Organisations that participated were given a guarantee of confidentiality and anonymity with regards to the final report.

Questions Leveraged• Do you use an Applicant Tracking System (ATS) or other recruitment platform?

(Please select all that apply).

• What is the size of your organisation in terms of employees?

• What is the organisations average number of hires per year?

• Is your ATS used globally or in the UK only?

• What is your ATS annual spend, and typical monthly licence?

• How do you currently use your ATS?

• Please rate your current ATS provider on a scale of 1-5 (1=poor, 5=V Good)

• How long did it take you to choose your current ATS?

• How long did it take you to implement your current ATS?

• What factors should someone take into consideration when choosing an ATS?

• What questions should I ask an ATS provider when selecting them?

• Any perils and pitfalls to avoid (when choosing, implementing and managing an ongoing relationship) with an ATS provider?


2Research

Methodology


• Findings are based on primary contact with relevant members of the TA/HR/TM teams from the sampled organisations.

• The report is split into a number of sections which include:

– A general overview of the current ATS landscape

– A section of highlights of the insight findings

– Further detail of the findings organised by each question leveraged

– Suggestions of what factors someone should take into consideration when choosing an ATS, what questions they should ask potential providers and the perils and pitfalls to avoid, from selection through the on-going relationship with their provider.

• The 81 organisations that have participated in this research are from a spread of industries. In the interest of respondent confidentiality and anonymity, each has been labelled by industry, rather than by company name.

Research Methodology


3Overview of current

ATS Landscape


Overview of current ATS Landscape

PredictiveHire, a cloud-based SaaS analytics solution provider, found that one of its Australian clients could have saved 1.1 million Australian dollars by using a pre-hire assessment tool. Without the tool, the client hired 80 people over 12 months but lost 800,000 Australian dollars on those appointments, as measured in people costs offset by the revenues they generated.

Source – Deloitte Global Human Capital Trends survey 2019

Finding qualified talent is among recruitment’s biggest challenges

What are the biggest challenges with the talent acquisition process?

Deloitte’s 2019 Global Human Capital Trends survey found that 26% of organisations identified ineffective recruiting technology as one of the biggest challenges in finding qualified talent.

Are current ATS solutions falling short?

Finding qualified experienced hires

Identifying full-time talent with right skills

Finding qualified entry-level hires

Articulating accurate talent brand

Onboarding employees in a timely fashion

Ineffective recruiting technology

Constructing appealing job offer

61%

37%

34%

31%

27%

26%

25%



According to this data, the greatest potential areas for expanding the organisation’s capabilities are in:

• Sourcing/outreach • Screening • Application • Assessment • Offer generation

And 60% of companies are planning on investing in AI-powered recruitment software

Source – Benefits of Recruitment Tech & AI, Harver.com, 2019

The opportunity for ATS

Conversely, the same research highlights that survey respondents see the role of technology increasing across a range of recruiting processes over the next 3 years

Decrease Stay the same Increase

Note: Some percentages may not add up to 100 percent due to rounding. Source - Deloitte Global Human Capital Trends Survey, 2019.

Sourcing/outreach

Screening

Application

Assessment

Offer generation

Selection

Candidate close

Interviewing

87%

83%

83%

75%

60%

54%

51%

48%

11%

15%

16%

24%

39%

44%

47%

2%

1%

1%

1%

1%

2%

2%

2% 49%



What are the benefits for you?

Reduces time to hire:• Using assessment software to automate certain processes can reduce the average

time to hire by up to 60%*

• Assessing CVs, email communication with candidates, scheduling interviews and posting positions to job boards can all be automated

*Source - Benefits of Recruitment Tech & AI, Harver.com, 2019

Reduces cost per hire:• Implementing an ATS or candidate relationship management (CRM) tool to

automate your recruitment process makes sourcing and assessing more efficient, and you can then keep them in your database.

• Effective targeting via LinkedIn for example, amplified by individuals from your organisation sharing job openings after you post them. The higher the engagement rate, the bigger the chance more candidates get to see your post.

• Analytics will help determine the best time to post job adverts, keep track of email open rates, determine the desired skillset of candidates and understand which sourcing channels are most effective. All of which enable better decisions, improved efficiency and decrease cost per hire.

Improves quality of hire:• Showing job ads to people with the right profile and interest level increases the

number of qualified candidates in your pipeline.

• AI to scan and screen your existing talent database to find potential candidates that would fit your new position.

• Pre-employment assessment software helps to make decisions based on an applicant’s actual skills and potential, beyond just their CV.

• Video interviewing solutions are able to read body language, semantics, grammar and speech patterns revealing insights into the candidate.

• Feedback can be easily shared with applicants after the process, to help improve their performance in the future.

Eliminates hiring bias:• Using data, you can actually anonymise a candidate’s profile early in the process

and assess purely on characteristics like culture fit, personality fit, skills, and others.

• Bringing in your own judgement later in the process.


What are the benefits for the candidate?

Makes the application process easy:• An online process and ensure that it’s also optimised for mobile

• CVs can be uploaded and assessments can be completed on mobile

*Source - Benefits of Recruitment Tech & AI, Harver.com, 2019

Makes applying an engaging process:• Ability to makes the application process interactive with gamification for example,

e.g. solving a real-life company problem as part of the interview

• Video interviews which save the candidate having to come to your office

Manage candidate expectations and communication:• Timely responses to applications, invitations to interview, feedback post-interviews,

can all be made more efficient, helping create positive perceptions for candidates

• Helps provide feedback to help candidates in any future selection process



4Insight Highlights


Insight Highlights

Insight Highlights

43% of organisations spend between £5 and £50k per year on their ATS, with just 11% of organisations surveyed spending more than that. 48% invest between £500 and £2k per month

Job Search and Apply is the most used functionality and very few organisations are using more advanced solutions such as Predictive Analytics and Video Interviewing, regardless of the size of the organisation

Future opportunities also lie in CRM, Onboarding and its use as an Internal Talent Portal, integrating the ATS into broader HR operations and processes

Overall satisfaction with the product and service is high, but larger organisations are more likely than the average to score service a 3

The decision and implementation cycle could take up to 9 months on average (1-3 months to decide and 1-6 to implement)

Price, service levels, updates, customisations and ensuring the ATS is ‘fit for purpose’ are all key themes in terms of factors to consider and potential pitfalls


5Insight Findings


Insight Findings

What is the size of your organisation in terms of employees?

• Just short of 1 in 4 of the organisations surveyed have 1001-2500 employees

• 35% have fewer than 1000 employees and 42% have more than 2500 employees, with 10% having 20000+

20,001+

10,001-20,000

5,001-10,000

2,501-5,000

1,001-2,500

501-1,001

251-500

Less than 250

10%9%9%14%23%14%5%16%

Which ATS or other recruitment platform used

eArcu has retained its position as the most widely used ATS for the third year running. Eploy is second on the list at 13% which is a significant increase from 6% last year. Jobtrain, Workday and Taleo come third, fourth and fifth respectively, with Taleo maintaining 6% penetration among respondents and the likes of TribePad and Successfactors have also increased their user numbers.

Source - The FIRM’s Annual Membership Survey 2019/20

No

Yes - eArcu

Yes - Eploy

Yes - Jobtrain

Yes - Greenhouse

Yes - Workday

Yes - Workable

Yes - Taleo

Yes - Avature

Yes - Jobvite

Yes - TribePad

Yes - Kenexa

Yes - Successfactors

Yes - Lumesse TalentLink

Other (specify)

Yes - Smartrecruiters

12%26%13%9%

1%

7%

1%

6%

1%

2%

6%

2%

4%

2%

3%2%


Insight Findings

What is the organisation’s average number of hires per year?

• 37% of organisations surveyed recruit 101-500 hires per year

• As would be expected, organisations of less than 1,000 employees fall slightly below this, with 57% making 100 hires per year

• Organisations with more than 5,000 employees are far more likely to be hiring 1,000 people or more (96%)

All

11% 11%

37%

11%

20%

9%

< 1,000

32%

25%

32%

7%4%

0%

> 5,000

0% 0% 0%

5%

64%

1,000-5,000

0%

7%

66%

24%

3%0%

32%

Up to 50 51-100 101-500 501-1,000 1,001-5,000 Over 5,000


Is your ATS used globally or in the UK only?

• Regardless of size, the vast majority of organisations surveyed are using their ATS in the UK only

• Organisations of between 1000 and 5000 employees are more likely than the average to be using it globally

All

56%

37%

3%5%

< 1,000

61%

29%

4%7%

> 5,000

64%

36%

0% 0%

1,000-5,000

52%

40%

4% 4%

UK only Globally Other If other, please specify

Insight Findings

What is your ATS annual spend and typical monthly licence?

• 38% of organisations spend £1k to £5k annually and 34% spend £11k to £50k

• 80% of organizations surveyed spend less than £10k per month on their licence, with the highest percentage spending between £500 and £1k

£500 £500-£1k £2k-£5k £5k-£10k £11k-£20k £21k-£50k £51k-£100k £100k+£1k-£2k

4%

13%

9%

15%

4%

22%

16%

6%

22%

17%

7% 7%

4%2%

16%

13%

18%

6%

Annual spend Monthly licence


Insight Findings

What is your ATS annual spend by company size?

• 63% of organisations with less than 1000 employees spend between £1k and £10k annually

• Those with between 1000 and 5000 employees spend between £1k and £5k (55%) and 44% spend between £21k and £100k

• Organisations of more than 5000 employees are more likely to spend over £11k annually, with 11% spending £100k+

> 5,000 1,000-5,000 < 1,000

£100k+17%

0%6%

17%

33%

17%

8%

0%

0%

0%

8%

22%

22%

0%

0%

33%

22%

0%

0%

6%

0%

6%

19%

25%

19%

13%

6%

£51k-£100k

£21k-£50k

£11k-£20k

£5k-£10k

£2k-£5k

£1k-£2k

£500-£1k

£500

0% 5% 15% 20% 25% 30% 35% 40% 45%10%


Insight Findings

What is your ATS monthly licence by company size?

• 64% of organisations with less than 1000 employees spend less than £1k per month

• 22% of those organisations with between 1000 and 5000 employees spend between £1-2k per month, with a further 45% spending between £2k and £20k

• 50% of organisations with more than 5000 employees spend £2k-£10k and 42% spend over £21k per month

> 5,000 1,000-5,000 < 1,000

0% 5% 15% 20% 25% 30% 35% 40% 45%10%

£100k+

£51k-£100k

£21k-£50k

£11k-£20k

£5k-£10k

£2k-£5k

£1k-£2k

£500-£1k

£500

7%0%0%

21%

14%

0%

14%

36%

7%

0%

0%

0%

6%

11%

17%

17%

22%

17%

11%

5%

0%

5v

14%

5%

9%

41%

23%


Insight Findings

How do you currently use your ATS? (All respondents)

Predictive Analytics

Employee referrals

Reference checking

Job approvals

Video interviewing

Agency portal

Diversity Management

Multi posting options

Internal Talent Portal

Online interview scheduling

CRM

Source tracking and reports

On boarding

Candidate Database and Search

Online Assessments

Careers Site

Talent pooling (managing passive candidates)

Job Search and Apply

0% 10% 30% 40% 50% 60% 70%20%

11%

28%

58%

15%

31%

64%

17%

43%

21%

44%

23%

46%

23%

47%

25%

52%

25%

52%

How do you currently use your ATS?

• 64% currently use their ATS for Job Search and Apply

• Over 50% of respondents also use it for their Careers Site, as a Candidate Database and Search tool and for Source Tracking and Reports

• Less than 20% use it for Predictive Analytics, Reference Checking or Video Interviewing

• The top and bottom uses for the ATS remain the same regardless of organization size


How do you currently use your ATS? (By organisation size)

Size of organization does not affect current use of the ATS

<1000 1000-5000 >5000

TOP Job Search and Apply

71% Job Search and Apply


55%


64% Careers Site 62% Careers Site 55%

Careers Site 61% Candidate Database and Search

52% Candidate Database and Search

50%

Source Tracking and Reports

57% Source Tracking and Reports


50%

BOTTOM Reference Checking

21% Internal Talent Portal

28% Diversity Management

18%

Video Interviewing

18% Diversity Management

28% Video Interviewing

18%



17% Reference Checking

9%

Predictive Analysis

7% Predictive Analytics


9%

Reference Checking

14%

Insight Findings


Insight Findings

How are you considering using your ATS?

• Among all respondents, the greatest percentage are considering using their ATS for Talent Pooling, followed by Video Interviewing, Onboarding and Online Assessments

• The top use considerations do vary by organization size

• Larger organisations are more likely to consider using it for CRM, Onboarding and as an Internal Talent Portal, which is also reflected by mid-size organisations between 1000 and 5000 employees

• Smaller organisations of less than 1000 employees are more likely to consider using it for Online Assessments, Employee Referrals and Reference Checking

How are you considering using your ATS? (All respondents)

Careers Site

CRM


Agency portal

Job approvals





Employee referrals


Online Assessments


On boarding


Video interviewing

Reference checking


0% 2% 6% 8% 10% 16%12% 18%14% 20%4%

1%

10%

15%

2%

10%

19%

5%

10%

6%

12%

7%

12%

7%

12%

9%

14%

9%

14%


Insight Findings

How are you considering using your ATS? (By organisation size)

• Talent Pooling is a common consideration for all

• Video Interviewing also features for larger organisations and Onboarding, but for smaller companies they are more likely to consider using their ATS for Predictive Analytics, Online Assessments, Employee Referrals and Reference Checking

• Interestingly, larger organisations are not considering using it for Predictive Analytics

<1000 1000-5000 >5000

TOP Predictive Analytics

25% Talent Pooling 24% Video Interviewing

18%

Talent Pooling 18% Employee Referrals

17% Onboarding 18%

Online Assessments


14% Talent Pooling 14%

Employee Referrals



14%

Reference Checking

18% Online Assessments

14%

CRM 14%

BOTTOM CRM 7% Diversity Management

7% Employee Referrals

0%


7% Job Approvals 3% Predictive Analytics

0%




0%


4% Careers Site 0% Job Approvals 0%

Careers Site 4% Careers Site 0%


Insight Findings

How are you not using your ATS at the moment?

• Understandably what they’re not using it for is the opposite of what they are!

• So all organisations are less likely to be using their current ATS for more advanced functions such as Predictive Analysis

• Reference Checking, Video Interviewing, Diversity Management and as an Internal Talent Pool also rank in the top 5

How are you not using your ATS at the moment? (All respondents)


Online Assessments


Employee referrals


On boarding

Agency portal

CRM



Careers Site

Video interviewing





Job approvals

Reference checking

0% 5% 15% 20% 25% 40%30% 35%10%

2%

16%

33%

4%

17%

35%

4%

19%

6%

20%

9%

20%

9%

22%

10%

26%

11%

26%


Insight Findings

How are you not using your ATS at the moment? (By organisation size)

• Regardless of organisation size, they are less likely to be using their ATS for Predictive analysis

• Organisations smaller than 5000 employees are also not likely to be using it for Video interviewing

• Organisations above 5000 are not likely to be using it for Reference Checking or Employee Referrals

<1000 1000-5000 >5000

TOP Diversity Management



45%




41%

Video Interviewing


28% Employee Referrals

36%

BOTTOM Job Search and Apply

4% Multi Posting Options


1%



3% Agency Portal 0%

Source Tracking and Reports


0% Candidate Database and Search

0%


Insight Findings

How would you rate your current ATS - service?

• The majority of organisations give their ATS a product rating of 4 or 5, but organisations with between 1000 and 5000 employees are more likely to give a poor rating, with 20% scoring it 1

• Larger organisations are more likely to rate their product a 4, at 43% versus an average for all of 39%. However, they’re less likely to give it the top rating, with just 14% rating it 5 compared to 19% as the overall average

• Overall, smaller organisations are more likely to rate the service from their current ATS higher than mid-size, and significantly higher than larger organisations

• However all sizes are more likely to score their ATS a 5 for service above product

• Larger organisations are more than twice as likely to stand the middle ground and score the service from their provider a 3

How would you rate your current ATS - product?

All

11%7%

25%

39%

19%

< 1,000

4%

13%

26%

35%

22%

> 5,000

7% 7%

29%

43%

14%

1,000-5,000

20%

0%

20%

40%

20%

1 2 3 4 5

All

11%13%

20%

30%27%

< 1,000

5%

14% 14%

32%36%

> 5,000

7% 7%

43%

21% 21%

1,000-5,000

20%

15%

10%

35%

20%

1 2 3 4 5


How long did it take you to choose your current ATS?

How long did it take you to implement your current ATS?

• The decision-making process takes 1-3 months for most organisations

• The larger the organisation, the longer it can take, with 42% of organisations with 5000+ employees taking over 6 months

• For the majority of organisations it takes between 1-6 months to implement their ATS, with smaller organisations more likely to be on the lower end of this timescale (1-3 months) and organisations of more than 5,000 employees more likely to take 3-6 months

Insight Findings

Less than 1 month

4%8%

0% 0%

1-3 months

49%

58%

50%

33%

6-12 months 1 year + Other (please specify)

26% 25%

30%

25%

5%

0%

5%

17%

3-6 months

9%

0%

10%

25%

7% 8%5%

0%

All < 1,000 1,000-5,000 > 5,000

Less than 1 month

10% 9%

20%

0%

1-3 months

39%

55%

35%

27%

6-12 months 1 year + Other (please specify)

29%31%

25%

33%

8%5%

10%13%

3-6 months

5%

0%

5%

13%

8%

0%

5%

13%

All < 1,000 1,000-5,000 > 5,000


What factors should someone take into consideration when choosing an ATS?

Scope / flexibility to adapt“How your business is growing and changing - is the ATS provider flexible enough to keep up with those changes?” Financial Services

• Define the workflow and budget and engage the right stakeholders

• Short or long term (3+ years) project – part of a broader tech strategy?

• Is it a TA, ITM or HCM?

• UK only or global

• Volume of openings and do you close or pause them frequently?

• Do you source candidates yourself?

• Does your pipeline have several stages, or different stages for each job? Do you schedule a lot of interviews?

• Cost – contract vs flexible, and option to pause

Insight Findings

Ease of migration of current system

Ease of use

Search capability

Integration with extended HR tech/tools, eg. onboarding

Volume of recruitment

Improve customer and candidate experience

Engaging stakeholders

Functionality

Time to implement

Service support

Scalability

Create a realistic / accurate specification

Self-service changes/ ease of change

Cost (incl additional costs for changes)

Reporting capability

Cost / ease of upgrades/ customisation

0% 2% 6% 8% 10% 12% 14%4%

2%

8%

2%

8%

2%

9%

3%

10%

4%

10%

5%

11%

5%

11%

7%

13%


Support and compliance • GDPR compliance

Integration and reporting“An ATS on its own is fairly useless, most need to have integrations available to the other recruitment tools required to build a robust tech platform so you need to work with companies that make this easy and without huge costs.” Recruitment

• Reporting and analytics capabilities

• Availability of data

Ease of use/functionality“…ease of use for candidates and user.” Automotive

• Ease of implementation

• Careers site

• Email and text capability, link to social media and functionality to push out content to talent pool

• Diary management

• Multi posting

advice...• Where is the HQ for the provider, where is the Helpdesk located, where are

development staff located?

• Is the provider ISO27001 certified for their management processes?

• Is the hosting centre ISO27001 certified?

• How is it hosted and what happens when/if it goes down.

• Can you visit the hosting centre and physically touch the servers that your data will be stored on?

Insight Findings


Insight Findings

Implementation support / process

Customisation / flexibility

Hidden costs Development time for changes

How they keep ahead of game / introduce new features

EUE / ease of use

What post implementation service/training/ SLAs are provided?

Functionality

How configured by end-user

Compliance / GDPR

Implementation costs

What other products do they have / how does it integrate with...

Customer references {sector specific)

0% 2% 6% 8% 10% 12% 16%14% 18%4%

2%

5%

2%

8%

2%

11%

2%

17%

2%

3%

3%

5%

What questions should I ask an ATS provider when selecting them?

Support / SLA“How much systems support you’ll need to provide for Implementation (they will underplay this) and how much detailed aftercare you will get.” Management Consulting

• What support is provided for implementation – onboarding and customer training

• Where is the support team located and are they available 24/7?

• Will you have a dedicated account manager?

• Does the support team have experience serving clients of a similar size and scope to your own organisation?

• Ask for a project plan, or example of an implementation of similar scope

• Ask for a full product demo, testing with ‘real-life’ examples

• What do dissatisfied customers say?

Functionality, including future functionality“How they keep ahead of the game. How they develop their product. How configurable it is by the end user.” Care and Housing

• Does it have the following functionality:

• Search capability


Insight Findings

• Range of languages

• Multi-user capability

• Online interview booking

• Time to apply

• Reporting suite

• Is it optimised for mobile?

• How often are new features/functionality released?

• Do customers have any input to new functionality?

Costs / contract“SLAs, additional costs of development, support.” Consulting

• Are there additional costs for onboarding and any customised development?

• Contract length?

• Licence costs?

• How easy is it to move away at the end of the contract?

• Check for ’hidden costs’ around additional functionality/customisation

Implementation / migration“Compatibility with existing systems. Support and training.” Surgical Robotics

• How would you export your data from your existing ATS? Is there export functionality? Do they have an API that could be used to export your data?

• How well does your new ATS support importing data? What are the things that it can import?

• When you’re changing your ATS, you’ll need to update your website and integrate with your new careers site too. Can the new ATS help with that?

• Educate your team by taking advantage of onboarding and customer training.

advice...• What evidence is there of product innovation?

• How many versions are currently operational supporting clients?

• Is software development conducted in-house by employees or outsourced?

• What will be the url for my jobs? Will this exclusively list the employers name or will the providers name appear in the url?

• How soon will I see a first version after signing a contract?

• What are the measured response times for helpdesk tickets over the last year?


Insight Findings

Any perils and pitfalls to avoid (when choosing, implementing and managing an ongoing relationship) with an ATS provider?

Have a demo

Hidden costs (eg. for development / additional features)

Ensure you have a dedicated project team internally

Ease of migration

Make sure they’re innovative

Integration capabilities with other systems

Tech support for bespoke requirements / customisation capability

Over-selling

Support / maintenance / upgrades - hours available and English?

Implementation time and support

0 1 3 4 5 6 87 92

2

6

2

8

2

2

2

3

4

6

Costs“Is it a full product or are there upgrades that cost more - these are generally neatly put on the cusp of what you need forcing you into a new pricing bracket.” Cloud Technology

• Avoid signing contracts with multiple vendors to get full functionality

• Ensure there’s a transparent process and cost

• Do you receive rebates for downtime?

Functionality / updates“Is it easy to add functionality and keep iterating and improving the process and system... tech is changing all the time. Having a switched on and innovative ATS provider will make all the difference.” Gambling and Casinos

• Ensure there’s a mobile version of the product

• Avoid dated/legacy systems

• Make sure the recruiter section of the ATS is not neglected at the expense of onboarding for example

• Can you self-manage the system?


Insight Findings

Any perils and pitfalls to avoid (when choosing, implementing and managing an ongoing relationship) with an ATS provider?

Support“Understand the support you will get post implementation often the up-front sales and the after sales are very different. Get references. Ask about the ratio between accounts and account managers.” Property

• Is there global support?

• Understand the full costs including implementation and project management – these can often be a large investment on top of the monthly licence

advice...• Who owns the company? ie is the ATS the central strategic product that provider

invests most in?

• Is the ATS the core product or just one part of a suite of products?

• Avoid using the recruitment module of an HRIS or Talent Suite as the candidate experience will always be compromised and candidates can choose to apply to a competitor instead.


6What’s the future for AI and Technology in HR?


What’s the future for AI and Technology in HR?

Current views of HR technology within the organisation

According to the 2019 Deloitte Global Human Capital Trends report:

• Only 6% of surveyed organisations believe they had best in class process and technology

• 81% believe their organisation’s recruitment processes were standard or below standard

In a Bersin study:

• Only 12% reported having strong sourcing technology

• 9% said they had strong screening technology

2019 Deloitte Global Human Capital Trends / Bersin HR technology market 2019

Encouragingly:

• AI powered tools are available today that can revolutionise recruiting, to make the process more dynamic, scalable and effective

• AI driven chatbots can streamline the approach to the application process

• Video interviews can screen and assess candidates for their fit to a particular role and organisation

• There are tools to help with targeted job advertising and expansive candidate searches

• Tools that combine publicly available data with machine learning capabilities to create a complete picture of the candidate

• And highlight factors that differentiate each candidate based on their fit for the role



The future – ‘HR in the flow of work’

‘…we’re moving into a new era. One where HR technology is no longer a forms automation system but is now becoming a true “system of productivity.” The theme I’m now using is what I call “HR in the Flow of Work.” ’

From HCM to Talent Management to HR in the flow to work

Source: HR Technology For 2019: HR In The Flow of Work, Josh Bersin, August 2018

1990s-2000s 2012-20172004-2012 2019+

Automated Talent Management

Automate

Engagement, Fit, Culture, Analytics

Engage

Integrated Talent Management

Integrate

Productivity, Performance, Teams

Perform

Talent Management:Integrated processes and systems, Talent as core to HR and business agenda

People Management:Focus on culture,

engagement, environment, leadership and fit

Team and Work Management:

Optimising productivity, alignment, connection of the

‘network of teams’, tools to make work better

Systems of AutomationPractice-driven solutions

Systems of ProductivityIn the Flow of Work

Systems of EngagementEmpowerment solutions



End-note: Maintain a balance between tech and human interaction

PwC research suggests using tech to streamline, but keep human interaction at the centre:• Candidates expect a seamless digital experience when applying for a job but what makes

a stronger impression are the human interactions they have, particularly through the interviewing stage

– Two-thirds of candidates said personalised initial outreach makes them more likely to apply for a position

– When negotiating job packages or accepting formal offers, people said they far prefer in-person meetings or phone calls to automated technologies like chatbots

• Choose tech with the candidates’ experience in mind - streamlining routine tasks or making the hiring process easier for job applicants

– 44% of candidates said they’re open to using automation and technology options for routine touchpoints and to get information during the recruiting process

– 65% of candidates said they would like organisations to have an application dashboard so they can see where they are in the process.

• Interactive technology that simulates the job experience or office environment is also an effective recruiting strategy to give a better sense of what working at your organisation would be like – virtual reality that simulates the job experience or office environment

– 65% of candidates say they’re more likely to consider taking a role if they had a chance to experience the actual job through technology

Source – PwC Future of Recruiting Survey 2019

[email protected]

@thefirmrecruits

The Forum for In-House Recruitment Managers

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