<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1603393293318679&amp;ev=PageView&amp;noscript=1">
ALL POSTS

5 Reasons to Switch Your Applicant Tracking System

Modern talent acquisition teams know that the applicant tracking system needs to do so much more than track applicants—it needs to serve as the single source of truth for the recruitment function. Yet, too many fall short on that front. Legacy systems don’t fit the way modern teams recruit talent, causing inefficiencies that can cost you top-choice candidates. If your current platform isn’t delivering on your needs, it may be time to switch your applicant tracking system.

It’s time to switch your ATS if...

1. You need a platform that supports proactive candidate sourcing

You’re not receiving enough qualified candidates with your current methods, and you’re drowning in resumes. You begin proactively sourcing candidates, but your current applicant tracking system requires time-consuming data entry—and many candidates don’t respond to your outreach.

Modern applicant tracking systems cut down on manual data entry with a browser extension that adds candidates to your database with a single click. An ATS like Lever will even allow you to build an email nurture queue right from the extension, and customize things like the sender, send time, and follow up emails. Nearly 99 percent of candidates who eventually respond do so by the third email, so automated follow-ups can make a significant impact on your sourcing strategy. Modern applicant tracking systems also track sourced candidates, so you can quantify the value of sourcing in your organization and double down on your best candidate sources.

See how Medallia has increased sourced hires by 43 percent since implementing Lever.

2. You have low team productivity

With limited resources, you don’t have time for frustrating technology that hamper productivity. Your team can get so tied up in scheduling inefficiencies and chasing down feedback that they aren’t able to focus on things like strategy and candidate experience. As a result, hiring slows and you risk missing your hiring targets.

A modern ATS can help you follow a consistent, scalable recruitment process with templates, workflows, self-scheduling, interview kits, automated feedback reminders, and offer letters. This reduces the amount of time you spend on menial, tedious tasks, so you can focus on what really matters: winning the talent your organization needs to succeed.

Since implementing Lever, Medallia has seen a 2x increase in coordinator productivity.

top recruiting challenges - medallia

3. You have a high time to hire

Time to fill has been steadily increasing since 2010, when it took half the time to fill an open role. As a result, organizations are struggling with the cost of vacancy as they lose both productivity and revenue. On the other side, candidates are often confronted with many different opportunities, and a high time to hire may mean they accept an offer elsewhere—putting you back at square one. At a time when skilled talent is difficult to come by, you can’t afford to lose your top-choice candidate and further increase your time to fill.

Utilize the data in a modern applicant tracking system to determine bottlenecks in your recruitment process, and take the appropriate steps to correct them. For instance, look at the candidate conversion rates for each step in your process to determine which aren’t effective at helping you determine the right candidate—and cut those steps. Or watch your data to see where candidates are getting stuck in the pipeline. If you find that scheduling or candidate feedback are slow, you can implement solutions to shave days off your time to hire.

See how SiteMinder reduced time to hire by 20 percent.

4. Your hiring managers and interviewers don’t use it

Your hiring managers and interviewers loathe signing in to use your legacy applicant tracking system (and, let’s be honest, you might even hate using it too.) Hiring managers are constantly asking you for status updates on the search, or on specific candidates—unnecessarily taking up your valuable time. Your interviewers miss interviews, or arrive unprepared because they don’t know where to find the candidate’s resume—and your candidate experience takes a hit. Or, your hiring managers and interviewers don’t log in to provide interview feedback quickly enough, and your top-choice candidate accepts an offer elsewhere.

Your ATS should make your life easier, and your days more productive. A modern system is intuitive to use, like consumer-grade technology, with the robustness of enterprise-grade technology—so people will actually use it. It serves as the single source of truth for your entire hiring team, so all of their questions are answered. Hiring managers can quickly see the status of their search, and interviewers can view the candidate’s resume and a suggested list of interview questions. If your team gets busy and forgets about interview feedback, automated reminders can provide a gentle nudge. This helps you build a stronger, more collaborative relationship with your hiring teams, without taking up more of your valuable time.

See how Lever’s ease of use got 100 percent of Bigfoot Biomedical’s hiring managers to use the system on a daily basis.

5. You want to get out of spreadsheets

You thought the spreadsheet days were over when you purchased your first applicant tracking system, but you were wrong. Your legacy ATS doesn’t allow you to store candidates without tying them to an open job requisition, so you can’t build a pipeline of proactively sourced or archived candidates. When you want to keep tabs on a great candidate, but don’t have a specific role in mind, you have to track those leads outside the system.

Modern applicant tracking systems incorporate candidate relationship management technology, so you can track all of your candidates in one place. A feature like Lever Nurture Recommendations will even intelligently surface the best candidates when an appropriate role does eventually open up. This can save a significant amount of time at the beginning of the recruitment process, so you can fill your vacant role sooner.

Final thoughts

If your legacy applicant tracking system is creating more problems than it solves, it’s probably time to move on. The good news? Switching is easier than you may think! Modern ATS providers help organizations migrate all the time. You get to keep all of your data—but will gain significantly more functionality to help you build a more strategic and efficient talent acquisition function.

Learn more about evaluating the modern ATS in our eBook: How to Choose the Best Applicant Tracking System.

Further reading

Modern Applicant Tracking System Requirements

The first Applicant Tracking System (ATS) was designed to do little more than store data from applications. Prior to the Internet, candidates sent in physical resumes and the recruiter’s job was to choose the best from the stack. Early recruiting platforms simply digitized the process. But now, more than ...

Read More

User Reviews Name Lever a Top Applicant Tracking System

We’re honored and excited to announce that G2 Crowd has named Lever a Leader, Most Likely to Recommend, and Easiest to Use in the Applicant Tracking System category. These awards are primarily based on user reviews from our wonderful customers, and we are so humbled by their encouraging feedback. We are ...

Read More

Collaborating with Hiring Agencies Has Never Been Easier

When it comes to scaling headcount with top talent, both technically and culturally, there’s no substitute for an in-sync, proactive, and strategically-thinking internal recruiting team. But even companies with world-renowned hiring practices often require outside consulting to stay best-of-breed. So, if ...

Read More