Post COVID-19, many organisations and businesses are re-thinking their resourcing strategy and employer brand. The relationship they have with their customers, colleagues and potential employees has change irrevocably. Sense-check whether your ATS fits into an AC (After Covid) recruitment landscape, with these top ten ATS benchmarks...
• Home working flags?
[55%: The percentage of remote workers who would look elsewhere if that option was taken away]
Home working has become the new norm and a huge swathe of employers say that a flexible approaches towards home working will be their new pattern. Your ATS needs to respond to these changes by having home working as a search criteria and flag the availability within the job listing.
• Quick Apply as standard?
[15 Minutes: The average application time on an ATS]
Quick apply means candidates rate the application experience and your employer brand in a favourable light. If you can, stage the application process with an RFI (request for more information) - engaging with candidates a second time if their primary application shows promise.
• Mobile and App friendly?
[86%: The percentage of candidates that use their mobile to apply for a job. (96% of under 55's own a smartphone)]
Everything about your ATS should be designed around mobile. Why ask for CV upload if the majority of iPhone users can't figure out how to put the CV on their smartphone? The future of recruitment is undoubtedly on a mobile - and the logical next step after that, is App-based recruitment. No password, push notification, data management - app's are tomorrows tech.
• Integrated Video Interviewing?
[87%: The number of people who choose to use video conferencing today than the past 2 years]
Real time video interviewing has come into it's own during COVID-19 and it seems that this will be the new norm moving forward. Built-in video interviewing really should be standard in any ATS, preferably with a recording and note taking facility.
• Onboarding?
[£16,500: The average 'real' cost of recruiting new team members - attrition is a huge cost to business]
Why stop when candidates start? Onboarding is just as much part of the recruitment process as candidate management. It makes appointees feel welcome and gives organisations a huge boost to productivity. The best time to provide a contract, offer and starter pack is probably before the candidate has handed in their notice.
• Information-rich job descriptions?
[2 Minutes: The average time a promising candidate will read a job description]
Graphics, bite size information, videos, skills sliders and downloads all enrich the application process and help you engage with the audience. Modern ATS's should foster engagement and role promotion that massively enhances your employer brand.
• Drag & Drop?
[2016: The year mobile overtook desktop in internet usage]
The mouse is rapidly being overtaken by notebook tablets and trackpads. Your ATS should move like you do - with drag ... drop workflow - and scrollable content. A new ATS should have a VDI - (Visually dynamic interface) that allows you to navigate candidates and see your resourcing process in real-time.
• Software Integration?
[73%: The percentage of organisations that have at least one process as SaaS.]
Modular systems allow you the best of ALL worlds - cherry picking solutions that fit niches in your recruitment process. Your ATS should API with all the other systems round it intuitively - from DBS to ESR, HR solutions to Job Boards, making several awesome solutions, feel like one.
• Fluid application?
[38%: The increased likelihood a positive candidate experience makes candidates accept a job offer.]
The next big thing in Candidate experience and deep data insights is the flexible application process. One that changes in length and engagement against the responses that the candidate gives. Mash up the questions - build SJT's into the 'standard' application process to create something that keeps key talent engaged for longer.
• Fully Talent focused?
[£19bn: The annual amount spent through UK recruitment agencies according to REC.]
Probably one of the most overlooked parts of the ATS. Talent management should allow you to target, file and seek talent, within an ever growing database. Reduce your reliance on agencies, advertising costs and time with a flourishing pool of talent.
As fast as you're changing as a business and your candidates expectations are moving on, so your ATS should also keep pace with emerging tech and ideas. For those recruiters that are constantly looking to enhance their employer brand and make the process of finding and applying for careers in their organisation an intuitive, enjoyable and engaging one, this should be food for thought.
Get in touch to join us on our next collaborative conference session with senior recruiters discussing the challenges and ideas surrounding online recruitment - or more information about the Genius suite of talent solutions.
