This article has been submitted by Eploy
As recruitment software becomes more and more engrained in the fabric of modern business, the expectations and demand on all aspects of the software also increase. Here at Eploy we are often asked if Applicant Tracking Systems (ATS) or Recruitment CRM is the better option when looking for a solution to manage the complete recruitment journey.
An ATS goes some way to providing a central database of your applicants and automating and co-ordinating recruitment efforts. However, there is so much more that can be achieved in delivering an excellent candidate experience when combining ATS and recruitment CRM.
Learning from past failings
Traditional applicant tracking systems are good at collecting data and moving candidates through a largely linear process. Where they have often failed is in providing real actionable insights to not only automate and simplify the recruitment process but also help you to attract, engage, recruit and onboard candidates. You can read more about this in the In-House Recruitment ATS 2017 Technology Yearbook.
Essentially an ATS will manage candidates through a workflow and is somewhat reactive recruitment and recruitment CRM is a proactive tool to source & attract candidates and create talent pools in an optimised way.
What you will find with recruitment CRM is that it has a high degree of measurability of all passive and active candidates where you can track and analyse your recruitment performance, quality, costs and timescales accurately.
A collaborative approach
In our experience recruitment professionals need tools that allow them to work proactively with their wider talent pools as well as with hiring managers, HR and preferred supplier list of agencies. That said, ATS systems are an important cog in a much more holistic e-recruitment system yet unfortunately many legacy ATS systems do not include recruitment CRM functionality.
But purchasing complete recruitment software alone does not guarantee your success.
It’s all in the planning
When considering a new system, often the decision behind looking to implement one is driven by the need to improve performance and reduce costs – to be more competitive in finding and recruiting candidates who are the perfect fit. So have this in mind and think about the broader E-recruitment strategy.
Planning your strategy and deciding what is best requires careful consideration of all stakeholders within the recruitment journey so we have developed some useful free resources to enable companies to choose the best recruitment software right from the word go.
This e-book covers planning and deploying a successful e-recruitment strategy and includes worked examples of the key benefits of a modern E-Recruitment platform and potential areas where ROI can be measured. It also contains useful checklists and advice to fully understand the needs of every stakeholder.
You may also find this whitepaper useful for non-standard questions to ask when buying recruitment software.