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    This document summarizes a presentation on applicant tracking systems (ATS). It discusses what an ATS is and the benefits it provides to both employers and job seekers. For employers, an ATS can save time and money during the hiring process and improve compliance. However, the document cautions that an ATS only helps if used consistently and properly. It provides tips for selecting, implementing, and contracting an ATS, including legal and data privacy considerations.

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    This document summarizes a presentation on applicant tracking systems (ATS). It discusses what an ATS is and the benefits it provides to both employers and job seekers. For employers, an ATS can save time and money during the hiring process and improve compliance. However, the document cautions that an ATS only helps if used consistently and properly. It provides tips for selecting, implementing, and contracting an ATS, including legal and data privacy considerations.

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    15 views12 pages

    Applicant Tracking Systems:: Title Goes Here

    Uploaded by

    api-27391364
    This document summarizes a presentation on applicant tracking systems (ATS). It discusses what an ATS is and the benefits it provides to both employers and job seekers. For employers, an ATS can save time and money during the hiring process and improve compliance. However, the document cautions that an ATS only helps if used consistently and properly. It provides tips for selecting, implementing, and contracting an ATS, including legal and data privacy considerations.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PDF, TXT or read online from Scribd
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    of 12

    Applicant Tracking Systems: Title Goes Here

    The Highs and The Lows

    Presented By:

    T. Scott Kelly
    Scott.Kelly@ogletreedeakins.com

    Leigh M. Nason
    Leigh.Nason@ogletreedeakins.com

    Agenda

    What is an applicant tracking system? For whom is it useful?


    Employers Job Seekers

    Implementation issues How to protect against disaster

    Applicant Tracking Systems

    Can be as simple and inexpensive as an excel spreadsheet Can be a sophisticated software package

    Interactive with career page and/or onboarding tools Customized for various reporting requirements and analysis Involves time and monetary commitments, as well as contractual terms and expectations Growing demand for this type of product by government contractors and others

    Benefits for Employers

    Saves time Facilitates initial input of job seeker data Facilitates initial screening against advertised qualifications Facilitates collaboration between managers, recruiters, and candidates Saves money Fewer recruiters Facilitates compliance reporting accuracy and documentation Analytical reports can assist in improving hiring process and quality of candidates

    Benefits for Employers

    Retains data on job seekers that can be used immediately and/or in the future Hopefully improves hiring quality BUT You must monitor the process! An ATS is only helpful if it is used and used consistently!

    Shopping for an ATS

    Identify what you want Activities issues Workflow, documents, process Passive or active recruiting (or both) Post-hire tracking performance appraisals, talent forecasting, etc. Systems issues Integration with other tools (HRIS, Outlook, LinkedIn, Monster, CareerBuilder, smartphones, etc.) User sophistication Ability to modify/customize Exporting or downloading ease

    Shopping for an ATS

    Cost and Budget Actual ATS Training Time HR and Recruiting Hiring managers Maintenance and upgrades Type of product Fully integrated HRMS Component Third-party outsource Demo possible products Pilot and vet the final choice Consider legal involvement in the process to ensure compliance

    Caution!

    Watch out for canned forms Application and self-ID form Asking about disability prior to offer Erroneous veterans categories Reporting limitations Dont accept canned reports unless they are what you want/need ANYTHING can be changed Less expensive to do this on the front end, before implementation Legal Issues Internet applicant rule for federal contractors ADA/Title VII concerns Ensure that process used is defensible and avoids adverse impact against protected group(s)

    Caution!

    What data is solicited and when? Race/gender/veteran status/disability What data is available to whom? Demographic info viewed by recruiters and managers? Ensure site is user-friendly For managers/HR/recruiters For job seekers Need to insure adequate communication, training, and piloting or it wont be used consistently An ATS will NOT Find talent for you Take the place of engagement with job seekers Fix broken recruiting and hiring processes

    Contractual Issues

    Compliance flowdowns (as appropriate) Security assurances Indemnification Who owns the data? Change or other fees

    New users New features or modifications

    Who owns the data after the contract ends? (And at what cost?)

    Questions?

    Applicant Tracking Systems: Title Goes Here


    The Highs and The Lows

    Presented By:

    T. Scott Kelly
    Scott.Kelly@ogletreedeakins.com

    Leigh M. Nason
    Leigh.Nason@ogletreedeakins.com

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