Dana Hall

Written by:

From search functionality and usability to implementation and customer care, there is a lot to consider when choosing the right applicant tracking system (ATS) for your business. In speaking with current Resumator customers, we uncovered these five out-of-the-ordinary questions they wished they’d asked first.

1. Is your pricing model built for your success or mine?

Many companies claim to want to help your company grow, but then turn around and charge you based on the size of your company, the number of jobs you post, or how many collaborators you invite to use the platform. Instead, choose an ATS vendor that values your growth because your success is their mission, not because they want to profit from your growth.

2. I have a great team; how will you help me involve them in hiring their coworkers?

Look for an ATS that encourages participation with easy-to-use tools like a centralized interview hub, which keeps interview notes in one place, and an easy, quick way to screen candidates, allowing every member of your team to vote on applicants. Also look for a system that makes it easy for hiring managers to provide input, and for you, the recruiter or talent lead, to request feedback and assign tasks if they don’t.

3. How will you help me attract passive prospects before competitors do?

Will the prospective ATS allow you to find the best candidates, even those who aren’t actively searching for a new position? Look for tools like candidate importers, which allow you to browse prospects on Linkedin and add them to your talent pool, and employer-branded career pages that help you promote your employer brand. Your ATS should also help you take advantage of social recruiting and analytics tools so you can spread the word—and see how well your efforts are working. Above all, make sure that the experience is simple and seamless so you don’t lose top applicants to a too-complicated process.

4. How will you help make me and my team look good?

Our customers tell us that capabilities far outweigh features. Avoid complicated systems with extra steps and redundant information. Instead, look for a hiring platform that will solidify your role as the company hiring resource. To prove ROI, look for an ATS with reporting capabilities that help you stay on top of your numbers—like time to hire and time to performance. Lastly, opt for a clean, user-friendly ATS platform that is logical to implement, not unnecessarily complex.

5. How will you make sure I am tracking and reporting the right metrics for my business? Will your system adapt as my process and reporting needs change?

Before talking to a salesperson, determine which reports are critical to your company’s success. Understand your needs now, and think about what you’ll need as your business grows. Your ATS should offer flexible reporting that helps you analyze everything from candidate pipeline summaries to close rates so you can avoid wasting resources. And keep in mind that custom reporting tools, too, should be easy to use so you can maximize your time and provide valuable insight.

Be Prepared to Invest in an ATS

Add these five questions to your usual query list, and then ask them of vendors when considering their hiring platforms. By doing so, you can avoid the wasted time and mistakes our customers experienced—and choose the right ATS for your business from the start.


Applicant Tracking for the Modern World

A scalable recruitment software platform to help you consistently make great hires.