Share this article:

You’ve made the leap towards implementing a new applicant tracking system (ATS) and you’re confident that the platform you have chosen is the perfect match for your organization. It’s as if your recruiting team has been handed the keys to a brand-new car. The problem is, nobody has taught you how to drive, nor offered any maps to get you from point A to point B. The car isn’t going to do you much good if you don’t know where you’re going, is it?

You need someone to connect the dots.

It’s not enough to just plug an ATS into your network and wave goodbye to the vendor. An independent advisor is recommended during the ATS implementation to challenge the status quo, push for what is possible, and help the clients achieve a more efficient, risk-proof end-to-end process. A successful implementation is achieved when the ATS is designed to support growth strategies, stakeholder interests, and improved performance.  This holds true regardless of industry, vendor, or platform.

Change management is crucial for implementation.

Of course, everyone plays a role when a new system is introduced, and change management is of significant concern for employees across the board, especially the leadership team. When leadership cannot effectively address these challenges before, after, and during an implementation, systems are rendered useless. Proper ATS implementations involve addressing concerns, answering questions, and providing extended support to every department, not just the recruitment team. Stakeholders who are part of initial discovery must be kept informed and they should see the value of their contributions.

Don’t be afraid to make the leap.

Exploring the process of implementing a new ATS can be daunting, but the benefit is a much more comprehensive and powerful recruiting system. When that system aligns with your organization’s strategic priorities, recruitment outcomes change dramatically. An ATS implementation is a comprehensive effort that requires connecting all elements, to develop a recruiting ecosystem that supports your recruiting strategy. An independent advisor can work with you before, during, and after your ATS implementation to ensure your vision is brought to life.

Implementing a new ATS is a very big decision and is not something that can be done haphazardly if it’s to be done well.  Sure, it can be done quickly if you simply decide to automate whatever it is you are doing today.  However, if your current process isn’t working, it doesn’t make sense to keep pushing forward. No new system, employer branding, or fancy hiring initiative will make up for a damaged recruitment process.

Furthermore, if you are a global organization with thousands of employees and hires, this is not a good business decision.  You can’t hit the pause button on recruiting activity, as it takes six solid months to implement a new system from start to finish (again, if done well and properly).

Partnering with independent advisors can save you time and money while also ensuring that you are implementing an optimal solution. They will do more than offer you the keys to a new car. You’ll be offered driving lessons and maps, so that you can steer your business confidently in the direction that you want to go. Implementing change is about thinking three steps ahead and really considering the cost of doing it wrong.

Beacon Lane Consulting is sought after as the independent advisor for ATS implementations. Clients hire us to think 3 steps ahead, see things from all angles, and ultimately, ensure that their highly visible ATS investment is a success. We are industry and system agnostic because we understand the fundamental requirements for a successful implementation regardless of the business you are in and the platform that you choose. If you are implementing a new ATS, or want to enhance the one you already have, we invite you to speak with us first. Get in touch.

Recruiting Strategy Session

Share this article: