What to Ask During an ATS Demo: A Guide for TA Leaders
Al Sabah |MyNextHire | January 1, 2025
Recruiting experts must make an informed decision when selecting an Applicant Tracking System (ATS). The correct platform will simplify recruitment processes, improve applicant experiences, and increase the likelihood that positions will be filled quickly. If you’re someone who runs a recruiting team in need of some guidance about ATS comparison, then attending a properly prepared software demonstration for the ATS will be key in your knowing what to do.
This article provides the essential questions that should be asked during a recruitment software demo so that individual needs, alongside organizational needs, can be met by getting a suitable tool among others available in the market.
#1. Can the current ATS work in harmony with present tools?
During an ATS demo, powerful ATS should effortlessly merge with current systems such as human resource management system (HRMS) platforms, and video interviewing software among others.
Questions about interface compatibility and interoperability with collaboration tools like Slack or Microsoft Teams should be raised at the point of the ATS software demo.
MyNextHire makes this easy because it has a seamless integration of instruments across the talent acquisition ecosystem which means team members can operate from one centralized location without having to switch between various systems.
#2. What are its effects on the productivity of recruiters?
Recruiters have multiple activities at hand ranging from posting job advertisements to communicating with various job seekers. A good ATS will help free up recruiters’ time because it helps in automating repetitive tasks thus enabling them to concentrate on strategic work.
Some of the automation features to inquire about during a recruitment software demo include resume parsing or automated follow-ups or scheduling among others. In terms of workflow simplification through Artificial Intelligence (AI), MyNextHire aims to significantly enhance recruiter productivity while reducing manual efforts.
#3. Is the software user-friendly or daunting to use?
When choosing an ATS, user-friendliness should be a non-negotiable. With an intuitive interface, team members across organizations can adopt it and thus reduce the amount of time spent learning how to use the software.
Navigation in ATS webinars, dashboards, and reporting tools are some of the key areas that need to be looked at during an assessment of these software's usability.
#4. How does this system help reduce or improve the time-to-hire?
One of the primary aims of an ATS is to shorten the time-to-hire without affecting the quality of applicants negatively. Inquire about the evidence that shows how fast a certain ATS can hire companies during demos.
This results in quicker choices, consequently allowing recruitment managers under the TA department to assign positions to well-suited candidates sooner, thus cutting down the recruitment duration.
#5. Which Tool’s Attributes Guarantee A Good Experience For Candidates?
A bad candidate experience can erode your employer's brand. MyNextHire’s ATS improves applicant engagement by facilitating clear communication throughout the hiring process.
#6. What kind of reporting and analytic tools does it come with?
TA leaders need data to make informed decisions. While choosing an ATS, ask about analytics tools that track metrics like sourcing effectiveness, pipeline status, and cost per hire.
#7. How scalable is the system and what are the charges?
As an organization grows, so do its recruiting needs. A scalable ATS means that you will never outgrow it. During the ATS demo investigations into scalability should be conducted and the pricing should match corporate objectives.
For firms at all growth stages, MyNextHire has designed a flexible pricing model that enables cost-effective scaling of operations.
