Based on years of experience building our own award-winning ATS, here is our list of 10 features that we think are essential for every company.
1. Flexible vacancy creation process
Each vacancy comes with its own requirements, which can make them difficult to manage, especially at scale. For example, graduate roles are typically more complex and may require gamification and video interviews – they are competitive positions and a bigger investment for your company.
That’s why your ATS should have smart job templates and a transparent vacancy approval process that you can configure role by role. This provides the flexibility to tailor the application process for every vacancy, which you can then save as a template for recurring roles in the future.
2. Clear and engaging careers pages
To attract the best candidates, you need to make a good first impression. Make sure your ATS offers customisable careers pages that provide clear information in a layout that looks fantastic. Clear branding, video and relevant images all help you convey your company culture, be transparent and entice candidates.
Ultimately, engaging careers pages are about providing a place to find all the important information about your company. A good user experience is vital and any interactive features, such as the ability to search vacancies by map, should be make the journey easier.
3. Mobile-first design
Did you know that 77% of job applications are now done on a mobile device? We see a consistent pattern among candidates who initially search for jobs on a phone then complete their application on a desktop or tablet later on. We also see recruiters and hiring managers use a desktop in working hours, then catch up on a mobile device in the evening. If you are running a company of any size, you can’t afford to use an ATS that doesn’t offer a first-class mobile experience.
4. Automated tasks
Your company’s ATS should make life easier for your team of recruiters. Built-in automation tools help streamline the process and speed things up, especially when it comes to emails. You can set emails to go out automatically at different stages of the process, including autoresponders, requests for information and candidate questionnaires. You can also apply company branding at both company and department level to personalise those automated communications.
5. Security and stability
Security is more important than ever, especially when you are storing data about hundred of thousands of candidates. Spreadsheets and documents can be lost or stolen, and using multiple pieces of software creates more opportunity for data breaches.
But a recruitment management system that meets the highest levels of security will help you keep job and candidate data completely safe. It should have GDPR features built in that will help you meet the new regulations and remove any stress and worry about being compliant.
6. Fast talent searching
An ATS makes it easy to manage large amounts of information. All systems have search options built right in, but how deep into the data can they take you? Your ATS should be built around a modern, advanced search function that allows you to tweak every variable so you can quickly find the talent you need.
For example, with an ATS, you can save and reuse customised searches for commonly renewed roles. And by creating tags and adding them to a candidate’s profile, you can begin to develop specific talent pools. Finally, filters allow you to search candidates based on factors like their location, salary and experience.
7. Smart analytics tools
A recruitment management system typically comes with reporting features that give recruiters access to vital analytics. Once you understand important metrics, such as time and cost to hire, you can identify problems and make informed decisions that will improve your recruitment process.
If you are Head of Recruitment or HR Director, this means you can also measure the performance of your team directly within the system. You can even make an evidence-based comparison across regions to see how well teams are doing throughout your company.
8. Accessibility as standard
Every company’s recruitment process should cater for as many people as possible. Your ATS can play a big role by meeting high standards of accessibility, including people who are visually impaired or dyslexic. Before you invest in an ATS, check to see if it is built to be accessible to all.
9. Tailored for you
Every company has its own requirements, so you need an ATS that you can configure to your own needs. You should be able to change or hide almost every word, image, menu and page. And depending on what you need, user permissions, admin levels, candidate requirements, job descriptions and the entire application journey should be configurable.
A cloud-based ATS makes this tailoring process far easier. It means that any new features apply to all companies using the system – all you need to do is choose the tools that benefit your business and make life easier.
10. First-class support
When you start using any ATS, you’re going to have questions. That’s why it’s crucial that you can access prompt and professional support. Find an ATS that is in regular development and comes with clear support channels, which might include email, phone and live chat built into the system itself.
Training can also play a vital role in getting your HR team up to speed and confident working with your ATS. They need to know what they are doing if they are to get the best out of the system.
Learn more about Tribepad ATS
Tribepad ATS is an award-winning applicant tracking system used by some of the biggest organisations in the world. It is packed full of features, including all of those listed above and many more.
To learn more about how Tribepad ATS can transform your recruitment process, contact one of our friendly team by emailing email@example.com or phoning 0114 3122 110.