Questions to ask when you are choosing an ATS
Is it simple?
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.
Is it affordable?
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.
Does it integrate with job boards?
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.
Is it relevant for me?
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.
What about support?
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.
What automation options does it have?
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.