Jeremy Ovenden from Hireserve and Jon Davies from Chatter and will draw on their extensive experience of recruitment process & candidate engagement to help you navigate the maze of an ATS selection.

1. Navigating
your way
through ATS
selection...
Jeremy Ovenden
Jon Davies

2. Introductions
Jeremy Ovenden
jeremy@@@@hireserve.com
Jon Davies
jon@@@@welovechatter.com

3. Show of hands...
• Who do we have in the room who is:
• - Planning a change of ATS?
• - Part way through the process?
• - Unsure where to start?
• - An ATS virgin...?
• - Loves the ATS they have already?

4. Setting out...
• You’’’ are about to embark on...
• - Significant cultural and process changes
• - Investment of time, money and expense
• Are you starting with...
• - A blank sheet of paper?
• - An existing process?

5. Setting out...
Sector New ATS Replacement ATS
Charity 2 2
Education (FE/HE) 5 0
Commercial 6 3
Local Govt. 2 2
15 7
Average tenure of 5 years, means 1 in 5
of you are ready to change ATS...

6. What are you trying to achieve?
• - Moving to direct sourcing?
• - Saving cost?
• - Saving time?
• - Broadening your talent pool?
• - Improving backoffice efficiency?

7. No U turns...
• Flexibility is key....
• - Can you amend and change
things after implementation
• - Is it self managed or only via
a support desk
• _- Can you content manage?
• - How are bigger changes
charged for?

8. No entry...
• What about integration with...
• - 3rd party systems
• - Testing and assessment
• - Online interviewing
• - Background checking
• - ...and more

9. Round and round we go...
• It’s essential to...
• - Identify a project team
• - Engage with potential
showstoppers
• - Clear enough time in your diary
• - Allow around 12 weeks

10. Trust your instincts...
• Avoid going on blind trust...
• - Take up client references
• ...and not just the ones offered
•
- If something feels fishy,
follow it up

11. Too much choice?
• - Shortlisting can be bewildering
• - Take recommendations but
ensure they’ make for good
comparisons
• - Accept that you can’not
possibly test out every single
feature of every system

12. Branding *and candidate experience
• - A new system is a golden opportunity...
• - To look at all your candidate communications
• - Create a consistent look and tone of voice
• - Integrate your new ATS seamlessly
• - A new ATS does not equal a new careers site...
•

13. The human factor...
• - Are your supplier’s a good cultural fit
• - Would you go for a drink with them?
• - Have you only met a salesman?
• - Are you after a partner or a supplier?
• - Is there a support team
• - How do you access them?
•

14. Suggested process...step by step...
• 1. Workforce planning and process review
• 2. Select a project team
• 3. Identify objectives and requirements
• 4. Identify constraints (budget/software/time)
• 5. Shortlist suppliers
• 6. Initial sift / product demonstrations
• 7. Face to face meetings
• 8. Select and implement

15. The beginning of a beautiful friendship?

16. A little something to take away...
• Our checklist to use
for your ATS selection
demos...
•

17. Any
questions?
jeremy@hireserve.com
jon@welovechatter.com