When evaluating software you need to take the time to think about your current strategy. What are its weak points? How could it be improved? Is it scalable? What do you want to achieve? In other words, you need to think about business drivers. What are the broad capabilities of the systems you’re considering and how do they differ from each other? Are they extensible? Are they flexible? Extensibility and flexibility are not provided by a single feature, but are rather the result of a general attitude towards software development. Only then, it then does it make sense to start comparing the differentiating features of different solutions. Our Guide was written to help buyers identify the actual value an ATS solution can bring to the table by focusing on business drivers.
Candidate experience is something that is widely understood as important, yet the majority of candidates don’t think companies are prioritizing it. There’s a disconnect between what companies say they want to provide and what candidates feel. How can you change that?
Talent acquisition requires a level of flexibility that is beyond what most vendors offer. Many systems offer only a limited selection of discrete steps to build your recruitment workflow, meaning that they severely limit your capacity to design and adapt your processes to market conditions, internal policies or the local specificities of different regions (cultural, regulatory, and otherwise). What do you need to look out for?
Many new AI solutions have fallen prey to bias and the companies behind them often make unsubstantiated claims about their effectiveness. Therefore, any AI-powered features in your ATS ought to be transparent and their parameters under your command, otherwise talent acquisition leaders risk losing control of the ship.
Finding a Partner
The importance of knowing your vendor is often overlooked. Understanding their culture is necessary to predict if their solution will be able to grow with you and adapt to any unexpected changes in the market. You need to figure out if they’re robust and trustworthy. HR deals with sensitive information, so it’s important to understand your vendor’s approach to managing your data.
“When we were thinking about a new global ATS, we wanted to make sure that the company we were going to partner with thought the same way that we did. We know things are changing, and the product you buy today will need to evolve pretty quickly. We did a significant amount of due diligence, but at the end of the day it was obvious that the partner we really needed to work with on this was Avature.”
VP of Talent Acquisition, Siemens
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