Recruiting and Training Trends Blog

Selecting a  quality applicant tracking system (ATS) that meets your needs is critical for improving your talent acquisition process and results. But if you don’t implement it successfully, even the right ATS technology won’t be much help.  

In this post, we provide five tips that will help you successfully implement a new ATS, enabling you to both get the most value and avoid headaches.  

1. Check vendor references BEFORE negotiating and signing a contract. As part of this reference checking, be sure to ask about the implementation experience. A few questions you might consider asking include:

1. How difficult was implementation?
2. How well did the ATS integrate with other software? (This is particularly helpful if the reference uses other software you also use.)
3. How helpful was the provider with implementation?
4. What suggestions do the references have based on their implementation experience?

2. Carefully prepare for implementation, including deciding which data to bring over from your old ATS. There’s a famous quotation Benjamin Franklin: “By failing to prepare, you are preparing to fail.” Avoid unnecessary implementation problems being prepared and organized. An important part of this is determining which data you will bring over from your old ATS, and which you won’t. The amount of data you bring over often impacts the length of your implementation process.

3. Test your new ATS. Ensure that it meets your specifications and expectations. Verify you’re getting what you’re paying for—that your new ATS lives up to what you’ve been promised and seen during demos. As part of this, ensure the ATS integrates properly with other software you use. Lackluster integration is a common source of frustration. Don’t let it happen to you.

4. Get users trained fully and effectively on the ATS. This includes recruiters and hiring managers, but also others who will be using it. Ensure they know how to use features and functionality that are important for getting the most value from your new ATS. Those great reporting capabilities don’t do much good if users don’t know they exist, or don’t know how to access or use them.

5. Keep refining after beginning use. Take advantage of valuable updates the provider makes to your ATS. Especially with best-in-class ATSs, taking advantage of new capabilities is key to getting more value. Additionally, give existing users training refreshers as necessary, and ensure new users are trained fully.

Follow these tips. They should help your organization implement your ATS successfully, and help you get great results from the start. 

Are you considering changing to a new ATS? Before you make such an important decision, download “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).”It will help you make a smart decision. 

One of the most important choices employers face when deciding on a new applicant tracking system is: Do we want a best-in-class (aka best-of-breed) solution, or an ATS that’s part of an end-to-end system? 

It’s an important choice because best-in-class solutions and end-to-end systems have clear advantages. If you make the right choice for your particular needs, there’s a good chance you’ll be happy with the ATS you select. Conversely, if you make the wrong choice, you’re much less likely to be happy to be satisfied with your new ATS. 

Below are primers on understanding best-in-class ATSs versus ATSs that are part of end-to-end systems. 

Primer on Best-in-Class ATSs

These ATSs are dedicated to best-in-class performance and user experience. They integrate with other software solutions that manage post-hire needs, such as training and payroll. 

The advantages of using best-of-breed ATSs include:

• Greater innovation and more dynamic—potentially creating a competitive advantage
• Easier to specialize and customize
• More rapid upgrades

Primer on ATSs That Are Part of End-to-End Systems

End-to-end systems (aka “suites”) are when individual vendors provide all of your HR technology needs, from recruiting software to training to payroll. The ATS is one component of the end-to-end system you use. 

The advantages of using end-to-end systems include:

• Simplicity
• Only one vendor
• Few, if any, integrations required

Which Is the Better Choice?

In recent years, there has been much discussion and debate about whether best-in-class or end-to-end systems are better. It’s a debate without a winner to date. In fact, according to a 2016 Ernst & Young HR technology survey, the percentage of organizations that use best-in-class software is roughly the same as those that use an end-to-end system. 

As noted earlier, however, making the right choice for your particular needs is highly important. For example, if you’re having trouble sourcing and hiring the talent you need, moving to a high-quality best-of-breed system—thanks to greater innovation and customizability—could be a difference-maker. 

The Rise of Easier Integration

One of the biggest HR technology developments in recent years is that integration has become much easier. In fact, more and more best-of-breed software products are even offering a variety of plug-in integrations with other best-of-breed software. Analyst Ward Christman told TrustRadius, “I’m seeing a huge shift towards partnering to meet customer and market needs. This path is becoming easier thanks to better standards and connectivity via APIs and data interchange hubs, with additional ‘alliance building’ resources coming soon to support this need for collaboration.” 

Another analyst, Bryan Wempen, added, “I don’t feel like a shift from specialized to suites is happening, actually just the opposite. I see specialization as the trend with a focus on features for interpretation of data and analytics about everything talent.” 

It will be interesting to see if improved integration impacts the best-in-class vs. end-to-end system debate. 

Considering a new ATS? Be sure to download “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” It will help you select the right ATS for your needs, and implement it successfully.  

You’ve decided to replace your applicant tracking system (ATS). 

Now what? 

Here’s the first thing to do. Before rushing out into the marketplace, take the time to understand your dissatisfaction with your current ATS, and what you want a new ATS to achieve. Understanding exactly why you’re dissatisfied will actually help frame and guide your ATS purchasing decision. 

How do you understand your dissatisfaction with your current ATS? Here are two ways:

• Think about the root issues, frustrations and innovations that are driving you

to consider switching to a new ATS.

• Take your current processes and chart out the missing pieces, problems and

bottlenecks, and focus on how you would like a new ATS to address those areas, while not taking away from the existing functionality you would like to retain. 

Next, consider the impact the right new ATS would make in the problem areas you identified, and the potential return on investment. Examples of the ROI may include:

• Improved average time and cost to fill positions
• Faster, more accurate hiring—avoid losing top-tier candidates to

competition, and lower turnover due to more accurate hires.

• Bottlenecks that were once a time drain are no more, allowing more time for

higher valued tasks

• Improved candidate experience

 Going through this process will go a long way to help you determine the best ATS to achieve your goals. So don’t skip it. 

Considering switching your ATS? Make sure to first read “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” Download the article to learn how you can select the right ATS for your needs, and implement it successfully.  

Employee engagement is a workplace concept that refers to how committed employees are to their organization’s goals and values, and how motivated they are to contribute to the organization’s success. Research has shown that highly engaged employees: 

• Are more customer focused, more creative at work, and take less sick leave
• Care about the future of their organization and put in greater effort to help it meet its goals and objectives
• Feel proud of the organization they work for, are inspired to do their best, and motivated to deliver
• Are much less likely to leave the organization.

Perhaps it’s not surprising then, that companies whose employees express a high level of engagement are more profitable, have greater revenue figures, and have higher levels of customer satisfaction. A company that values its employees and invests in them right from the beginning is laying the foundation for high levels of engagement. Here are some ways your organization can begin building employee engagement during the recruiting cycle.

Meet Them Where They’re At

Social media has quickly become a powerful recruiting tool. In fact, a recent Aberdeen Group survey reported that 68 percent of “best in class” recruiters think social media is “crucial” to their recruitment strategies. Your company’s LinkedIn, Facebook, and Twitter accounts can help you spread the word about new job opportunities. They also help put a human touch on your organization, providing a way to introduce and showcase elements of your corporate culture and mission.

Respect Their Time

Strive to be an employer that respects candidates’ time and efforts streamlining the application process. Post open positions to your company’s website and/or an online job board like Monster.com® and Careerbuilder.com®. Make it simple for them to apply to more than one position at a time. And, send an acknowledgement email letting them know that their resume was received. An applicant tracking and recruiting solution, like Cyber Recruiter, can automate and streamline these tasks, integrating them fully into your workflow.

Conduct Effective Interviews

An interview is the first impression for both employer and candidate. It’s not only a chance for you to assess the candidate; it’s also the candidate’s chance to observe your corporate culture. As many as 42 percent of companies now employee video conferencing (solutions like Spark Hire) in the interview process. This is a great way to give both parties that vital first impression without either of you incurring the expense of an in-person interview.

Make Your Proposal  

Once you’ve identified your next hire, make the proposal a good one. Prepare and send an offer letter along with onboarding forms. Applicant Tracking Systems (ATS) help speed and automate this part of the process, letting your candidate know you value them and respect their decision-making process. And of course, the applicants that were not selected deserve the same level of respect, so be certain you send them an email or letter as notification.

Prevent Information Overload

On your new employees’ first day on the job, don’t inundate them with paperwork. Much of the necessary information was gathered during the recruiting cycle, and if you’re using an ATS, that data can transfer seamlessly to your payroll and HRMS applications, eliminating the need for duplicate data entry. 

Use that first day instead to make the new employee feel welcome with an office tour, introductions to key personnel, and a welcome gift bag filled with product samples and company swag. 

Striving for high levels of employee engagement simply makes smart business sense. Think of employee engagement as a long-term, evolving relationship between your organization and your employees – one that begins long before the employee starts to work. By building employee engagement strategies into your recruiting methods, you are demonstrating that yours is a company that invests in its most valuable assets.

For more valuable information about employee engagement and improving the talent acquisition process, check out our best practices guide – 

Best Practices Guide – 4 Key Steps to Successful Talent Acquisition

 Related Posts: 

• 7 Advantages of Using a Cloud-Based Applicant Tracking System
• Why Smart Companies Are Making Onboarding a Top Priority
• Taking Employee Training to the Next Level

As noted in a TechCrunch article, there’s “little doubt … that nearly every business and every industry is running on software delivered as online services.” 

In HR technology, the spread of cloud-based software continues in full force. According to Gartner, spending on cloud-based HR software will be 50% or more of total HR technology spending 2017. 

The reason for the proliferation, of course, is cloud-based software has some significant advantages. For example, as detailed in our new article, “5 Questions to Ask When Switching Applicant Tracking Systems (ATS),” a quality cloud-based ATS has the following seven advantages over a traditional on-premise system: 

1. Access anywhere and anytime. On-premise systems require HR, recruiters and hiring managers to be on-site, but cloud-based systems allow them to retrieve data wherever they’re working, seven days a week, 24 hours a day.

2. Easier implementation. Because there’s no on-premise system to install/implement.

3. Reduced IT, capital expenses. There’s no on-premise system to implement or maintain.

4. Get upgrades quickly. Upgrading an on-premise system can take time and be a significant technical concern, so much so that many companies forego updates. With cloud-based systems, the upgrades are handled the provider, meaning you get quick, easy access to useful new features.

5. Integration with other software. Cloud-based systems are becoming easier and easier to integrate with other software, facilitating integration with online job portals, career sites and other SaaS applications. This allows you to access more talent, and to connect your recruiting and HR processes without using an all-in-one system.

6. Improved user experience. Not only are quality cloud-based systems customizable for employers’ specific needs, but also having the current version eases training and customer service.

7. Shorter-term commitment. With on-premise systems, the work associated with setting up on-site hardware and software is a major enough task that you want any ATS you use to last for years. 

If you’re considering switching your ATS, consider downloading “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” It will help you select the right ATS for your needs, and implement it successfully. 

Some tasks require that you have the right tool for the job. Training management is one of them. The right tool for the job: a quality learning management system.  

Below are six benefits of using a quality LMS that combined work to minimize headaches, maximize engagement and maximize results. 

1.
The LMS provides a centralized, on-demand location for corporate learning and training. There’s one place to go, whenever you want, no matter your role.

2. The LMS lessens the burden on all involved in the process (HR, training managers, supervisors, employees). Your HR team won’t have to juggle a dozen spreadsheets in an attempt to manage the process. Also, all parties can see the status of training activities that are relevant to them (e.g. HR can see status for all employees, individual employees can only see their own status).

3. Delays and mistakes in the process are severely reduced. Automated approvals and notifications streamline and provide direction in your learning process, and improve communication between all parties.

4. Compliance is improved. For jobs that require certification, automatic notifications of upcoming certification expirations are sent to employees, supervisors and training managers. These notifications include courses due and accreditation requirements.

5. Superior employee learning/training experience. A well-run process helps keep your employees enthusiastic about talent development—supporting a culture of learning—while a poorly run process irritates and frustrates. 

6. Self-service learning empowers employees. As noted in
Deloitte’s 2016 Human Capital Trends report, employees increasingly want to take control of their own learning. A quality LMS includes self-service training that lets your employees develop skills that they believe will help them be successful.

A quality LMS is just one key part of successful talent development. For a comprehensive look, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.” 

Talent development is an intensive and complex process that is worthwhile, if performed effectively, because of the great results you can achieve— reduced turnover, improved productivity, improved succession planning, etc. 

To accomplish these goals, you need to set up your talent development for success. Otherwise you’re program likely will be saddled with confusion, frustration and a lack of focus. Below are five actions to take. 

1. Define the required competencies for each job (e.g. soft skills, technical skills, level of experience) through a benchmarking process.

This is critical for knowing which training materials to create and/or purchase, and to know which employees should be given which training. 

2. Acquire quality, thorough, and relevant training and learning materials.

Whether created internally or from a service provider (e.g. OpenSesame), the quality of your materials has a direct role on the quality of the training—and on the results you achieve. 

3. Use a quality learning management system (LMS) to help you organize the process.

An effective talent development program requires a smooth, efficient process. The process is complex enough that it’s virtually impossible to run well without the help of technology—a learning management system. A quality LMS allows HR, employees, supervisors and training managers to know the status of training activities that are relevant to them, so everyone knows what to do. For example, HR can see the status for all employees, individual employees can see their own status. 

4. Use assessments to identify the skills and competencies employees have, and areas that need improvement.

Assessments show employees’ strengths and weaknesses in key areas, making them great tools for determining the skill and competency areas individual employees need to develop. In other words, assessments help you guide employees’ training for maximum benefit of both the employees and your organization. 

5. Create specific, reasonable goals for talent development efforts.

While these can and should be adjusted over time, having goals gives you a measuring stick for determining if your results are satisfactory or not—and if significant adjustments are needed. 

As you move forward with your talent development program, it’s important to evaluate your results for each of these actions. Have you determined the right competencies for given jobs? Are you training and learning materials of high quality and aligned with job requirements? Is your LMS working for you? Are your assessments helping guide employees’ training? Are your goals reasonable, or should they be adjusted? 

The great thing is, if you get these five actions right, you’ll be on a path to success. Of course, there’s much more that goes into talent development. For a guide that details the keys for successful talent development, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.”

Surveys show that employers are increasing their training budgets in order to meet their talent needs. But money alone isn’t enough to achieve quality talent development results: increased employee retention, productivity and engagement, as well improved succession planning. 

In particular, as an employer, you must meet the three talent development imperatives listed below to get quality results. 

1. You must have significant organizational commitment

Succeeding at talent development requires more than acquiring the right tools and providing quality learning materials.  Many companies fail to create a culture of learning. The consequence is engagement in the talent development process is poor, and so are the outcomes. 

How do you create a culture of learning? Take concrete actions that demonstrate the great value your organization places in talent development. These include:

• Make training and development for all employees
• Recognize employees who learn new skills and improve their performance
• Hire internally
• Give employees input in the process, and offer and encourage self-learning

 2. You must have patience with training and learning

There’s no getting around it—talent development takes time, and must be ongoing. It’s easy for more immediate priorities to take precedence, and derail training and learning activities. Prevent this showing your organizational commitment, insisting that training development activities move forward.

3. You must effectively manage the training process

Employees, supervisors and training managers are all involved in training, and all need to be on the same page about the training process—the current status, next steps, etc. 

This can be terribly difficult for HR and training managers to manage. Management difficulties cause delays and confusion in the process that slow talent development efforts to a crawl, and cause frustration among all involved. These problems are common among organizations that are trying to manage training with paper or Excel. As a result, it’s critical to have the proper training management tools. 

Want to get better talent development results? Read our new article, “3 Steps To Achieve Talent Development That Drives Organizational Success.”

You might be surprised to learn that the country’s best salespeople hail from Iowa. Or that Oregon produces more CEOs than any other state. (We’d be surprised too, since we just made that up.) But what if you actually had predictive insight like that? What if you could screen applicants certain indicative elements, in order to better predict their success with your organization? Well the fact is, you can. Employee assessment tools enable you to use key data points and predictive analytics to refine and improve your recruiting efforts. And when assessment tools are an integrated component of your recruiting solution, the value of both becomes even greater. Let’s learn more.

Assessments help you hire the best

Employee assessments and predictive analytics is changing the way organizations search for, find and retain top talent. When applied to recruiting, these tools help to:

• Screen out candidates lacking key skills
• Identify top talent that demonstrate the competencies required the job
• Provide further insight into key behavioral traits and motivators that individuals bring to the job
• Identify benchmarks to invest in future recruitment efforts for certain skills

Assessments to help your team reach their potential

The value of employee assessments doesn’t end after the hire. You can continue to use various assessment tools to make smart investments in your team – helping every employee find and maximize their strengths. In fact, people who use their strengths every day are six times more likely to be engaged in their work and three times more likely to say they have an excellent quality of life. And we all  know how important employee engagement is.

When assessment tools are wisely used among your workforce, they help to: 

• Increase motivation and team performance
• Retain key members of staff
• Develop cohesive leadership teams
• Identify future leaders
• Increase sales performance
• Identify applicants’ strengths (and weaknesses) to better align future training

Integration leverages the power of assessments

Once you decide to embrace the value of employee assessment tools, you’ll need a place to securely store the data you’re collecting. That’s where the value of integration comes in. By integrating your recruiting/applicant tracking solution with your assessment solution, you have a single source for the insight and information about your applicants and your personnel. We currently partner with two employee assessment companies: Gallup and Predictive Insight, integrating their assessment tools into Cyber Recruiter, our recruiting/applicant tracking solution.

Integrating an applicant tracking solution like Cyber Recruiter with an employee assessment tool provides a streamlined assessment process, making the results of those assessments more functional, through the ability to: 

• Directly take applicants to an assessment survey after they complete an online application
• Email a link to the assessment survey to applicants as desired
• View and share the results of the assessment survey from within Cyber Recruiter

We’d be pleased to share our experience with employee assessment integration. Contact us to start the conversation. For more helpful hiring insights, read our new article – Best Practices Guide – 4 Key Steps to Successful Talent Acquisition

More than two-thirds of HR professionals are struggling to recruit candidates for full-time positions, SHRM’s 2016 report “The New Talent Landscape” found. One clear takeaway: retaining employees is critical for meeting your talent needs.  

There are many employee retention strategies out there, but most come with significant drawbacks for employers and provide little or no extra rewards. Take increasing salaries. To impact retention rates at a significant level, you’d need to push up salaries significantly too. This would come at a tremendous financial cost, and the higher salaries wouldn’t do anything to help your employees do their jobs better.

Source: Randstad 2015 Employer Branding Survey

Talent development, however, is an exception. While there are associated costs such as training materials and staff, in addition to to providing a big retention boost (a lack of career opportunities is the No. 1 reason employees say they leave an organization), it gives employers several other rewards. A few include:

• Improved employee productivity—employees learn skills that help them with their jobs.
• Improved employee engagement—employees are less likely to feel they are in a rut, or in a dead-end job.
• Improved succession planning—employees are trained in skills that prepare them to succeed at managerial and executive roles (3.6 million baboomers are expected to retire this year alone.) 

It’s no wonder that many companies make talent development a high priority: it makes sense for them and their employees crave it. According to the SHRM survey, 69% of HR professionals said that their organizations had training budgets last year, and 89% reported that their training budgets stayed the same (50%) or increased (39%). 

All this said, like most valuable strategies, talent development isn’t easy. Training is a long, complicated process that can be difficult for HR to manage, and it requires significant organizational commitment. 

But many employers make talent development much more difficult than it needs to be. To learn a common-sense method that will help you succeed at talent development—benefiting your organization and your employees—read our new article, “3 Steps To Achieve Talent Development That Drives Organizational Success.”