Finding the Right ATS:
Evaluating Optionsfor Long-Term Success
The process of selecting and implementing an Applicant Tracking System (ATS) is more than just a purchase; it's a journey that transforms the way your team recruits and connects with talent. From recognising issues in the current system to evaluating new options and embracing innovative solutions, each stage of this journey brings unique challenges, insights, and goals.
We’re here to guide you through every step, so you can make an informed, impactful decision for your organisation.
Who’s Involved in the ATS Buyer Journey?
When it comes to finding the right ATS, multiple people in the organisation play key roles. Each brings a unique perspective that helps identify needs, shape the selection criteria, and drive the implementation. Let’s look at the main players:
- TA Heads: Often the champions of this journey, they feel the need for change first. They see how the ATS impacts candidate flow, hiring speed, and recruitment metrics.
- HR Heads: Responsible for overseeing the talent strategy, they want to ensure the ATS aligns with the organisation’s goals and enhances the employer brand.
- Hiring Managers: As primary users, they need an ATS that supports timely, quality hiring and an easy candidate review process.
- HR Tech Specialists: These tech-savvy team members focus on the ATS’s capabilities, like integrations, automation, and data security.
- Infosec Leads: With data security as a priority, they ensure any new system complies with internal policies and regulatory standards.
The Five Stages of the ATS Buyer Journey Your journey to selecting the right ATS is a five-stage process, each with its own priorities and areas of focus. Below, we outline each stage, providing links to in-depth resources that can guide you through key decisions and best practices.
1. Symptoms
The journey often begins here. Your current ATS—or lack thereof—may show signs of struggle. Maybe requisitions take too long, candidate experiences are poor, or the hiring process is bogged down in manual steps. This stage is about recognising these “symptoms” and starting conversations about potential solutions.
3. Building the Business Case
With the need for a new ATS identified, the next step is crafting a strong business case that demonstrates clear benefits like faster hiring, better candidate experiences, or cost savings. This case is presented to senior leaders, especially HR Heads, for review and alignment with company goals. Approval at this stage opens the path for thorough evaluation.
4. Evaluating Options
Once approval is obtained, the search begins for the right ATS. Evaluation focuses on comparing features, integrations, cost, and overall fit with your team’s workflow. Stakeholders, including HR Tech and Infosec, may also assess compliance, security, and compatibility with existing tools.
5. Transforming
With the ATS chosen, the final stage is all about onboarding and implementation. This stage emphasises using best practices to transform your recruiting processes, such as automating workflows, leveraging analytics, and integrating new tools. With the right approach, your ATS can support a seamless, future-ready recruitment strategy.
Ready to Begin?
Whether you’re early in recognising issues or deep in evaluation, understanding these stages provides a roadmap for smoother decision-making. Take a closer look at each stage’s resources to find specific guidance tailored to your role, needs, and goals.
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