Know Your Need a New ATS? Here's How to Get It
Your Buy-In Checklist
We know it’s not always easy to ask for new investments, but with a firm game plan you’ll be prepared to deliver a convincing business case to your executives.
Align with HR Leadership
Approach your direct manager before preparing a formal business case or scheduling time with executives. Talk to your manager about why you think it’s time for a new ATS and gain their buy-in.
Identify your Key Recruiting Challenges and Impact on the Business
In partnership with your direct manager, determine the definitive set of challenges the current system poses to your hiring success, and in turn, to the business as a whole. Consider how these challenges impact organizational success in the long-term (the executive mindset is often three, five, and ten years down the road).
Connect with Other Stakeholders
To further inform those key challenges, connect with other stakeholders in
the business, like your IT and Finance teams. What shortcomings do they see with the current system? Importantly, ask what concerns they might have about switching systems. What would they be looking for in a new system?
Focus on ROI
How could switching to a different applicant tracking system increase returns on investment, for both the HR department and the business? Focus on the financial, strategic, operational, and technical returns on investment a new system could deliver and consider relevant data points, such as that 84% of companies that perform best in hiring and retaining talent invest, or plan to invest, in a best-of-breed ATS.
Deliver Your Business Case Presentation
It’s time to pitch to your executives. Using our presentation deck as a starting point, walk executives through your needs analysis and anticipated ROI. Consider presenting in partnership with the other stakeholders you’ve connected with, to show that interest in a new system is cross-departmental.
Be Prepared with a Go-Forward Plan
If there’s interest in beginning an ATS vetting process, and you would be involved in the procurement process, take the opportunity to align with executives on key questions, including timelines, budget, and approval chains. Be prepared to discuss the ATS vendor category that you believe is going to get the job done right. Explain why you believe looking at vendors that deliver dedicated talent acquisition suites, as opposed to large HR ERPs, is the better option.
How iCIMS Can Help
iCIMS is the leading provider of talent acquisition solutions that help businesses win the war for top talent. iCIMS empowers companies to manage their entire hiring process within the industry’s most robust Platform-as-a-Service (PaaS). Built on the foundation of a best-to-market talent acquisition software suite, iCIMS’ PaaS framework, UNIFi, allows employers to expand the capabilities of their core talent acquisition technology by integrating with the largest partner ecosystem in talent acquisition to help them attract, find, screen, and manage candidates. Offering scalable, easy-to-use solutions that are backed by award-winning customer service, iCIMS supports more than 3,500 contracted customers and is one of the largest and fastest-growing talent acquisition solution providers.