Recruiting the proper talent can assist your employer in thriving, and records indicate that the value of an awful rent can cost your business enterprise huge. That’s why over seventy-five percent of multinationals use the applicant monitoring software program (ATS) to help streamline their recruitment procedure. But with many ATS options, it’s hard to pinpoint an answer that you’ll be glad you chose properly after adoption. To assist groups of all sizes in picking the excellent applicant tracking software, we spoke to enterprise experts and practitioners who shared their top recommendations to keep in mind when choosing an ATS.

1. Get Recruiters Involved in Decision-Making

First and most important, you need to get your recruiters involved in the choice-making manner for selecting an ATS. Kim Smith, the Content Marketer at GoodFirms, shared that entering from those who paint in recruitment can prove extremely crucial since they’ll be familiar with the “ache points” confronted via the business enterprise at some stage in the hiring process.

Smith added that everybody involved in the ATS selection procedure must outline their requirements, collectively prioritizing them. She entreated manufacturers, too, “clarify the priorities with every member of the ATS choice crew because you don’t want to overlook the desired functions for the useless ones!”

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2. Mobile Optimization

Your preferred applicant tracking software program answer must be responsive; that’s in keeping with Alaina Lynch, Senior Talent Acquisition Manager at St. Petersburg, FL.-primarily based The Penny Hoarder. Lynch defined that cell responsive design is critical for recruiters first and foremost.

“As a [Talent Acquisition] expert, I am constantly on the pass. My days range from assembly with company leaders to discuss their expertise needs, undertaking phone interviews, growing optimized task posts, and more. Recruiters aren’t at their desks all day long and need to have their statistics quite simply available. This is in which a cell tool comes in reachable. It’s vital that an ATS no longer handiest work seamlessly on [a] computing device but additionally cellular,” she said.

But simply as importantly, applicants can even count on a responsive interface. A file via CareerBuilder states that 40 percent of candidates who follow an emptiness on a cellular device abandon the manner if the ATS isn’t always cell-pleasant.

3. Scalability

Having an ATS is scalable in another large function, allowing flexibility as your organization grows or downsizes. Lynch notes plenty of applicant monitoring answers catering to medium to large-sized corporations. For a small, however developing business enterprise, Lynch shows utilizing an ATS built for small groups and possesses the capacity to scale as you grow.

Lynch also noted that this should be considered a red flag if an ATS cannot scale with your enterprise. “If an ATS cannot scale with you, that’s a trouble. An ATS wishes to be bendy in terms of the business enterprise length. For instance, if you’re a smaller employer, [an ATS that is] created especially for massive agencies [may not be suitable] because it could have features that [are not] essential to your cutting-edge size and consequently may additionally hinder your crew’s effectiveness.”

4. Customization

A suitable applicant monitoring software has to work around your wishes and necessities; no longer the alternative manner is spherical. Lynch advises that the ones searching for an ATS discover one with the ability to personalize sure features and functionalities so they work with your enterprise. “You also want the capability to customize those things for your personal. For example, some structures require you to contact an account supervisor to make any changes, and [you then] watch for that individual to complete them. Those are those you want to keep away from,” cautioned Lynch.

5. User Experience

According to Lynch, an important function that regularly receives overlooked is personal enjoyment for both candidates and recruiters. Lynch advises choosing a consumer-pleasant ATS that can provide “a strong client revel in” for each side. “If you may create a clean, seamless, brand-applicable candidate enjoy, then you will definately lose your applicants. But, on the alternative aspect, if your [recruitment team] can’t circulate results easily from one mission to any other, then the machine will become a quandary on your entire hiring technique.”

6. Integration Capabilities

Julie Ruvolo, Recruiter at Chicago, IL.-based G2 Crowd, suggests that one of the most critical features to look out for in an ATS is its ability to combine with other essential gear. “I find it helpful that our ATS integrates with Gmail, Google Calendar, and [other] checking out software program [that] we use. Without this integration, there would be too much information access and [coordination], and the ATS wouldn’t [save us] that an awful lot of time.”

7. Reporting and Tracking

Ryan Englin, Founder and CEO of Scottsdale, AZ.-based Totally Core Matters, recommends that reporting and monitoring are key functions that manufacturers must “clearly have” when choosing an ATS. “When spending cash on advertising you’re [job openings], you ought to not simplest be able to see where the applications are coming from however which advertising and marketing dollars are operating.”

Englin also provides that an ATS with a good monitoring device can help deal with your advertising and marketing budget and help you “re-interact” with capacity candidates who “viewed your jobs but didn’t apply.”

8. Ensure The Product Gets Updated Regularly

Finally, Lynch warned manufacturers to avoid applicant-tracking vendors that do not often update their products. “An ATS that doesn’t have normal product releases is a large purple flag. Suppose an ATS enterprise isn’t paying attention to its clients and investing in ordinary updates to meet the desires of the ever-changing global expertise acquisition. In that case, it speaks volumes about their commitment and desire to create a superior product,” Lynch said.