If you’re building a human resources department from the ground-up, you’ll have a lot of HR infrastructure to establish. But, when you’re tasked with so many important responsibilities, how can you balance incoming candidates and open positions?
Small and brand-new HR departments may start off tracking applicants with free tools or manual processes. But these clunky systems can often cause more harm than good during periods of rapid growth. Here’s when you should consider upgrading to a robust applicant tracking system (ATS).
When You’re Ready to Streamline the Hiring Process
If you’re juggling multiple opportunities, you may have hundreds of candidates in the mix. A spreadsheet simply won’t be able to keep up. But with just a few clicks, a powerful ATS can help you slim down your massive stack of applications and pull the most qualified candidates to the top of the pile.
If you’re ready to speed up the time-to-fill rate, simplify the interview process, and automate candidate communications — all while drastically reducing the time your team spends on tedious tasks — you’ll certainly benefit from the right applicant tracking software.
When You Want to Nurture Your Talent Network
With an ATS, you can easily stay in touch with top talent and nurture your network until new job openings arise. Automation tools can power a positive candidate experience, even for those applicants who don’t make the cut.
By boosting your candidate satisfaction rate, you may see positive reviews and referrals rather than disgruntled applicants and missed opportunities down the road.
When Multiple Stakeholders Need Visibility
Even for an HR department of one, it’s important to bring stakeholders into the hiring conversation. But circulating PDF applications via email and reinventing the wheel for every round of interviews can be taxing on your time — and it won’t impress company leadership.
With an ATS, everyone can have just the right amount of visibility. Hiring managers can collaboratively exchange notes and feedback, access ready-made interview guides, and instantly advance impressive applicants through the process.
Here’s When It May Not Be Time (Yet)
For many in HR, applicant tracking software can make a world of difference. But an ATS may not be necessary if you’re not there yet.
When You’re Only Filling the Occasional Position
If you’re not trying to fill more than one position at a time, a manual process may be sufficient. If you foresee things starting to ramp up, get an ATS in place beforehand so you and your team are trained up and well-prepared for the incoming wave of applicants.
When Recruiting Isn’t Your Department’s Responsibility
Growing businesses with budding HR departments may outsource recruiting to a staffing agency or executive search firm. In that case, a system that tracks and organizes candidate data and streamlines the interview process probably won’t be useful in-house if you’re not dealing with candidates directly.
That killer, one-in-a-million resume might fall through the cracks if you’re not prepared to catch it. For HR, applicant tracking software can be a saving grace, especially for new teams tasked with supporting company growth.
An ATS may be right for you if:
- Recruiting is a core piece of your department.
- Manual processes and free tools just aren’t cutting it anymore.
- You need to make your hiring process more efficient.
- Hiring stakeholders need collaborative tools.
- You’re eager to keep your talent pool engaged.
Request a free JazzHR demo to find out how our applicant tracking system can take your HR department’s hiring initiatives to the next level.