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How Applicant Tracking Systems Can Affect Existing Hiring Policies and Procedures

How Applicant Tracking Systems Can Affect Existing Hiring Policies and Procedures

Software improvements today mean Human Resources departments large and small have advanced resources available to them that can simplify aspects of hiring. Triton recognizes applicant tracking systems (ATS) are a hot topic among hiring professionals across the country, so we hope to bring you the information you need to make smart decisions about using these systems.

In part one of this article series, we discussed the benefits of integrating an application tracking system. In part two, we’ll discuss how to choose a quality ATS.

Today, we’ll discuss how integrating an applicant tracking system can impact your existing hiring processes.


Applicant Tracking Systems and Manual HR Processes

Integrating an applicant tracking system into your existing hiring process is the job of a skilled, Human Resources project manager, as there will be many aspects to consider.

For example, if your organization has already established a set of policies and procedures for hiring, integrating with an ATS may require more attention to details like recruiting, social posting, employee referrals and more. However, If your company is smaller or has yet to establish hiring practices, you can begin to build those while considering applicant tracking systems and what they can offer your organization. In either case, making adjustments to a company’s hiring policies and procedures to accommodate the automation an ATS will provide will be worth it.

Additionally, in both cases, the goal is to make the hiring process simpler. So how do you know if integrating what your company has been doing manually will actually simplify the work?

An assessment of your business’ unique needs will help you determine what portions of your hiring process to automate using an ATS, and therefore, what policies and procedures may need to change.

For example, a larger organization may originally have required a job candidate to complete pre-employment screening paperwork in-house after the initial application process was completed online. But with application tracking systems in place, the company can now have that step completed online, as well, before the candidate moves on to the next step in the hiring process. This adjustment may require the reordering of documented hiring steps.

And again, a smaller company that is experiencing exponential growth may not have had a policy or procedure in place for recruiting across the internet on job boards, social media sites, and through existing employees, but now, with an ATS, has that capability. A new policy outlining the steps for this procedure will be necessary.


ATS’s and Third Party Service Providers

How third-party service providers will be impacted when you bring on an applicant tracking system will need to be considered, as well.

For example, if your Human Resources department uses a third-party pre-employment screening service like Triton’s, you must consider how it will integrate - if at all - into any new processes. In this example, it may mean background check policies and procedures may also need to adapt.

In determining the impact on the third-party services, it may be more convenient to work with a vendor that is designed to work well with applicant tracking systems. For example, Triton’s pre-employment screening service already offers ATS integration, so integration and process flow will already be streamlined.

If your company uses a provider for various hiring services that are not prepared for software advances like those an ATS can offer, you will need to determine whether the value of the third-party service is worth not being able to fully use the ATS you’ve chosen.

Often times, few hiring processes are able to make the transition from fully manual to fully automated, so when taking on a new software opportunity like the applicant tracking systems, hiring professionals should not expect to rework all its processes. But, with a little consideration of what manual processes should be adapted and what third-party service providers may need to be reconsidered, an ATS can be successfully integrated into your company’s hiring process.

If you have any questions about ATS' or would like to learn more about the services we provide, contact us today.

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