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1 Research- Start hunting for ATS vendors relevant to your industry only. Refrain from making assumptions on this stage and ask for referrals, evaluation and the best would be a trial. Shortlist whether your desired ATS caters to staffing, small business or big enterprises. All major ATS vendors do share few of their customers list on website; not all but yes quite a few that can help you figure out your industry types. Do check reviews & feedback about their services and confirm with industry peers, how stable & effective their tools are when in-use.
2 User experiences- Most important how easy it is going to be for my people to use this ATS. Goes for both sides; Employers & Candidates. You don’t want to loose grip on this one. So form a team or call your IT chaps that can play around with the software and share a word or two about its interface. It should be easy for sure, intuitive and quite logical to use. For technology buying go for the one which is simple, nimble and clear on display or else you’ll be lost in flashy designs and swanky automation tricks.
3 Performance- Now if we go by basics, we won’t get any trouble. Run the ATS trial or system for a while. Ask them to show complete process in product demonstrations. Don’t hesitate to repeat the same on their customer’s website and as a candidate, try uploading the resumes and see how it works at their end as well. You won’t be asking for more here if you want advanced features like sourcing social profiles of candidates, searching or matching profiles in database and having all this done in One click makes more sense.
4 Support- Majority of the companies play ballgame here and you won’t know till the end that majority of the ATS vendors earned major part of their revenue from support. So be specific and clear in your transactions. Go minutely with their SLA and service terms condition. Ask all this in the integration stage only and know how often you’ll need them. Calculate the support costs before you go ahead with payments.
5 Payments- Finances do affect our choices in selecting a staffing solution and when our recommendations count, we want the very best for our employers. Every service comes at a cost and before you pay zero-in your top requirements in lieu of price you’re ready to pay. If convinced that above all amongst other vendors this ATS can give me the best user experience & improve my applicant tracking, its time to say yes and pay forward.
I’m sure if these 5 steps are in order; your ATS will rock candidate and employer experiences and bring optimum productivity levels in workforce.
1 Summary at the top- Give strong reasons for your candidature that highlights relevant skills, expertise and strengths related to job advertised in short bullet points. Summary helps hiring manager to build right frame of mind while evaluating your candidature. In short gives strong reason to read next sections of the resume. Read Theladders to hone your summary writing skills perfectly described by them.
2 Actionable items- If you can highlight the key deliverables from your previous job, it would let the hiring manager know your exact potential and estimated contribution to the job advertised. Rather than just telling your role in the previous job, speak out what you did and as a result what was the actual outcome from your act. For e.g. the customer’s renewal rate doubled by 10% by your support. They want to evaluate you quantitatively. Having difficulty in measuring it, then read this Idealistcareers.org
3 Use Keyword as SEO- As many as 80% of employers use keywords to decide which resumes are worth a look via Livecareer. So don’t forget to include relevant keywords in your resume straight from the job description. Mostly employers mention this in the job description itself. So all you need is to copy and paste in your resume. Keyword rich resumes are easily picked when read through automated software’s like ATS/ HRMS and makes it discoverable to the employers.
4 Skills- When you have the desired skills don’t hesitate to showcase them. Mention with your experience, skills you acquired and results that you drove by your efforts. Technology driven jobs are mostly scrutinized using skills field. Also if you have any certifications or projects earned, it adds more to the volume. Apply the thumb rule skills mentioned on resume should be relevant to job advertised via Jobsearch.
5 Awards/Recognition- When applying in big companies; Awards and Training makes you stand out of the crowd. So mention with the context the award you earned and what it means to your current job. Showcase your accomplishments and your brand that employer can leverage to build a healthy workforce. Be specific with details to capture and retain interest. To know the nuances of this section read ResumeEdge.
6 Social Profiles- Nowadays, 10.9% of resumes include a social media link, and the number continues to rise (Source: Mashable) So mention your linkedIn profile or Website/Blog link on resume by which employers can cross-check your candidature and validate your info. Twitter, Facebook are secondary references and individual discretion is must. Do check the relevance of disclosing these networks with the job applied. It speeds up the process and may be you’re just a call away from them to throng first stage of interviews. So be alert, active and Social when applying for your dream jobs.
Hope you liked this light read on Resumes. Share your views in comment section.