Honestly, not all startups need an ATS (Applicant Tracking System) immediately. To decide, consider these four pointers 1) Your hiring projection for the next few quarters 2) The number of people collaborating over hiring decisions 3) The need to grow a talent database 4) Presence of fiercely growing teams.
If you are growing fast and need to hire faster, and if your recruiting team involves more than one recruiter, then your startup is ready for an ATS.
An Applicant tracking system helps track job statuses, candidate data (like profiles and resumes) and all recruitment activities of an organization in one system. It brings order, and improves the efficiency of the entire recruitment process starting from candidate sourcing and screening until hiring.
An ATS can help recruit more efficiently while also freeing up time and resources to refocus on the most important, at-the-moment business needs. You can screen faster, engage with your candidates and hire better. Collaborating over hiring decisions become more effective and easy. Interviews, whether it’s scheduling them, communicating with people involved or collecting and processing feedback, it can all be coordinated from a single central hub.
Pick an ATS solution which is easy to learn and use. Your recruiters should be able to start recruiting right away. Strike out those with complex features, deep customizations, and demand a lot of training.
Choose one with a straightforward pricing model. Do the math to see how the ATS will directly affect hiring spend. Consider at least a time period of 6 months to a year to understand the long-term wins.
The ATS should swiftly integrate with the major job boards, your career site, and social media sites. Also, look out for other integrations like pre-assessment tests, video interview tools, etc.
If there are any challenges specific to your firm, test to see if the ATS can solve them for you. A list of use cases would be a good place to start. Ask for a free trial to explore and try the ATS.
Check if support is available over multiple channels - phone, email and chat. If it is, is it free for all customers or does it bring an additional cost? Look for testimonials from other users.
A few simple automation options would be a great addition. If your ATS can take care of routines like screening, emailing and following up, your recruiters can focus on the things that matter.
Freshteam comes with over 50 inbuilt job descriptions you can use right away. Use them to quickly create jobs and post them to the major job boards, and even share them on social media right from Freshteam. Freshteam also allows you to quickly create a personalized career site to boost your employer brand and help candidates find you.
When applicants apply through job boards, social media sites or the career site they will automatically be added to the respective jobs in the ATS, making it easy for you to manage them and engage with them. You will also be able to track the source and medium of each candidate to understand which sourcing channels are working in your favor.
Invite and add your team members to Freshteam - hiring managers, panel members, interviewers, all of them. Collaborating inside Freshteam is lot easier than when using emails. You can view candidate profiles, leave comments for each other and follow up on each other conversations with candidates - all in one place. Even scheduling interviews, and coordinating with candidates and interviewers is less chaotic and way more organized with Freshteam.
If you find impressive candidates but don’t have a suitable role for them currently, archive them to the Freshteam talent pool. The talent pool will eventually grow to become a reliable source of great candidates. As more relevant roles open up, you can invite candidates from your talent pool to pursue them.
You can automate everyday routines like screening, emailing and following up. This will help you channel your time and resources into investing in employer branding and talent search instead.
Freshteam integrates with the major free job boards such as Adzuna, LinkedIn, Glassdoor and ZipRecruiter, to enhance your sourcing. You will be able to manage them all from Freshteam without logging in and out of multiple platforms. To further simplify screening and interviews, it integrates with pre assessment test providers like HackerRank, HackerEarth, Classmarker and video interview tools like Skype and Hangouts.
And they have lovely things to say about us!
“Your recruiters won’t be switching between their email and ATS constantly, wasting time searching for information, running behind the hiring team or struggling with complex, clunky workflows (a feature of most enterprise products). With Freshteam, every stakeholder - recruiters, hiring team, employees - is onboard and happy.”
“Easy to use, great for small businesses - I had a professional looking career site in seconds. It’s very easy to use, I also like their Freshdesk platform and the pricing model that really lets you explore the software and get used to it before committing to pay.”
“Freshteam seemed to have everything we need to move candidates through the hiring process, and at a fair price. Competitors didn’t have everything we needed. The ones with more options had long integration processes and charged too much money; while still not checking all of our boxes.”
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