The applicant tracking systems landscape has been, shall we say, fluid for more than a few years. As a company that integrates with many applicant tracking systems to enable our clients to implement modern recruitment marketing strategies, we’re increasingly talking about migration with customers and prospects. And while jobs and candidate data seem to be the focus, organizations need to take a broader view of their recruiting processes at the outset of a migration project.
Typically an ATS change is precipitated by a short list of factors:
- The need for a more scalable solution
- A desire to move to the cloud
- A change in ERP system results in a move to the associated recruiting module
A normal scenario is this: Recruiting leadership evaluates and selects a new system and hands the project off to IT for migration. This makes sense on the face of it because IT is great at facilitating such things and HR/recruiting is typically not.
Recruiting and IT focus on the internal considerations associated with the migration: Approvals, workflow, compliance – all the things the ATS is designed to support. What oftentimes doesn’t get considered is the large portion of the talent acquisition process that can lie outside core ATS functionality: Candidate experience, outbound recruiting/sourcing, candidate engagement, talent attraction, candidate source effectiveness, and the like.
Too often organizations migrate to their new ATS and only then find out where the gaps lie between their core talent acquisition capabilities and their new ATS’s ability to support them.
Higher Value on Pre-Applicant Recruiting
Today, more than ever, pre-applicant candidate acquisition capability needs to be at the forefront of your ATS migration plans. The entire nature of corporate recruiting is changing, placing higher value on outbound proactive recruiting and engagement, as well as the pre-applicant candidate experience.
Prior to migration, you should look at your full recruiting lifecycle from pre-applicant candidate experience, to applications and talent networks, to integration of job distribution and outbound sourcing, including integrations with external vendors.
There needs to be a holistic evaluation of your current capabilities, including which capabilities will be handled by your new ATS and which will need to be integrated into it. When you are clear about how candidate experience, sourcing, candidate engagement, and candidate attraction will be handled before, during, and after the migration, you are well on your way to a migration with little to no disruption for candidates, recruiters, and recruiting vendors.
In other words, the time to re-evaluate your talent acquisition strategies and capabilities is not AFTER you get your shiny new ATS, it must be PART of the core migration process.
If you’d like to learn more about how Talemetry can work with you during your ATS migration to identify gaps, increase your recruitment marketing capabilities before, during, and after migration, and even reduce the cost of migrating your jobs and candidate data, check out this free webinar. Or you can download our Migration Strategy Snapshot here.