How to Choose the Right ATS for Your Staffing Firm

November 12, 2018 Matthew Tarpey

Staffing firms are beginning to recognize the importance of investing in technology. According to The Staffing Advantage Report released by CareerBuilder and Inavero, 70 percent of staffing firms are increasing their investment in tech compared to a year ago, and 72 expect to increase their investment in the coming year.

 

Applicant tracking systems (ATS) are among the most common technologies to be seeing increased investment from staffing firms. So, if you’re considering a new ATS for your company, here are a few things to consider:

 

Communicating is Key

Many companies aren’t living up to candidate expectations when it comes to communication. For example, more than 1 in 3 staffing firms don’t even attempt to connect with candidates in the time between accepting an assignment and their start date.

 

CareerBuilder Applicant Tracking’s onboarding feature helps you engage with new hires as soon as they’ve accepted an offer. By providing new hires with all the necessary paperwork and learning materials they’ll need before their first day, it helps ensure they don’t feel out of the loop and are more likely to achieve success and satisfaction with their new position.

 

Analyzing Success to Determine What Works

In today’s world, nearly everything we do can be tracked, logged and analyzed – and recruiting is no different. Using data analytics to identify success factors and inform your recruiting strategy helps you do your job better and can give your firm a serious competitive edge.

 

Your ATS is a wealth of data that can help you make better-informed decisions – provided your ATS is equipped to analyze all that data in real time and deliver it to you in a way you can understand.

 

Hiring for a Variety of Openings

As a staffing firm – even one specializing in a specific industry or field – you probably deal with openings in a wide variety of job types. And since hiring for a very diverse set of jobs will require an equally diverse set of hiring processes, using an ATS that isn’t prepared to handle multiple workflows can seriously slow you down.

 

With CareerBuilder’s Applicant Tracking, you’re always able to configure multiple unique workflows based on the job’s requirements. When hiring a software engineer, for example, you can easily add a step for an in-interview coding test. Or, on the flip side, if you’re hiring for a less knowledge-intensive position, you can reduce the steps to create a more streamlined process.

 

Integrating with Your Other Tools

One of the biggest inefficiencies facing recruiters today is the constant switching from platform to platform throughout the day depending on what task they’re performing or what information they need. When all your recruiting tools work together seamlessly, your work gets done faster, easier and with a lot less frustration.

 

Find out if you’re using the best techniques to source candidates.

 

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