Applicant tracking's top 10: do you know what to look for in an applicant tracking system? This handy list has 10 requirements to keep in mind

Workforce, Oct, 2002 by Bob Neveu

Here's a countdown of the top ten user functionality requirements HR should look for when evaluating an applicant tracking system. With apologies to David Letterman, the list counts down from 10 to No. 1.

10: Requisition creation with sign-off approval capabilities

Organizations need the ability to create and manage jobs and report on "New" positions versus "Existing" or "Replacement" job postings.

9: Integrated job board for your company Web site

Integration with a company's Web site providing a "Careers" section is a must. Typical features include; List Jobs, Search Jobs, Apply Online, Send to a Friend.

8: Ability to cross-post job postings across to commercial job boards (i.e./ Monster.com, Hotjobs.com, etc.)

The fewer mouse clicks the better.

7: Internal job board posting service supporting employee applications and employee referral programs

Internal job applications and employee referral programs should be included in an ATS platform.

6: Automatic screening and ranking of candidates based upon job skill profiles

Your ATS should help you find the best candidates fast. Who has time to wade through all those resumes anyway!

5: Scheduling and tracking of candidate interviews, email communications and completed forms

The ability to send emails, manage documents, schedule interviews and make job offers is a must.

4: Performance metric reports including: "Time to Fill", "Cost to Hire," and "Applicant Source Statistics"

A strong reporting suite in your ATS will allow you to calculate your Return on Investment and will ultimately determine the success or failure of the system. Be sure to find a system that allows you to produce custom and ad-hoc reports.

3: Equal Employment Opportunity (EEO) metric reporting tools, including Diversity, Gender and Military Service data

The ability to capture, track and report applicant EEO data should be an option available in the ATS.

2: Integration capabilities with HRIS platforms

Data from your ATS on a new hired candidate should flow seamlessly into your HRIS platform. If your firm is asked to accept "duplicate data entry" as a process, go look for a new vendor.

And the No. 1 requirement: Ease of use

This is an easy claim to make but very difficult to achieve. If a new user cannot be trained on the basics of the ATS workflow in one hour or less, chances are the system will not be fully utilized.

Look for an ATS vendor with experience and a proven track record of success. Expect to be provided with references before you are asked to sign a license agreement. Ask to use the software during the demo period, on your computer, without supervision or guidance from a salesperson. Also, be sure the ATS software will work on any Web browser.

360 Degree Assessment

Applied Psychological Techniques, Inc.

www.appliedpsych.com

Bigby, Havis & Associates, Inc.

Assess360 is a web-based multi-rater (360 degree feedback) survey. It collects feedback from others at work (boss, peers, direct reports) focusing on an individual's work personality characteristics--how others see you and how they would like you to be. It provides insight into strengths and developmental needs for job effectiveness in the areas of Thinking, Working and Relating. The comprehensive report provides detailed suggestions for capitalizing on strengths and improving weaknesses including resources, references and on-the-job activities. Feedback is customizable. Integrates with our ASSESS Developmental Report (separate listing) to provide comprehensive assessment for development.

www.bigby.com

12750 Merit Drive, Suite 660

Dallas, TX 75251

800-283-6055

Kathy Capelle: kcapelle@bigby.com

Censeo Corporation

At Censeo, our objective is clear...provide our clients with market-leading internet-based 360 capabilities and expertise at affordable prices. Offering established, competency-based, 360 surveys ($50 - $70) and fully customized 360 solutions ($60 - $120), Censeo provides a unique blend of technical ability and Industrial Psychology expertise to ensure the success of your next assessment initiative.

www.censeocorp.com

668 North Orlando Ave., Suite 210

Maitland, FL 32751

407-645-1600

Jim Higgins: jhiggins@censeocorp.com

CompStar HR Solutions

www.comphrs.com

Organization Metrics Inc.

www.orgmetrics.com

10 Winchester Road East

Brooklin, Ontario L1M 1B3

905-655-8414

Peoplejet

www.peoplejet.net

Performance Programs, Inc.

www.performanceprograms.com

20 Research Parkway

Old Saybrook, Connecticut 06475

860-388-9422

T.R.P. INC

www.pages.zdnet.com/righteouspress/trp

The Survey institute

www.surveyinstitute.com

Vector Data Services

www.vds450.com

Wonderlic, Inc.

Wonderlic has over 65 years of experience helping employers hire the best candidates quickly, easily and cost-effectively. More than 130 million people have taken Wonderlic tests. Wonderlic now offers most of its products online including; the Wonderlic Personnel Test (WPT), The Wonderlic Basic Skills Test (WBST), The Comprehensive Personality Profile (CPP), the Personal Characteristics Inventory (PCI) and the Employee Reliability Inventory (ERI). Wonderlic Consulting also offers Employee Surveys, 360 Degree Assessments and Exit Interviews online or via interactive telephone.