This document summarizes a presentation given by Alan Whitford on getting value from applicant tracking systems (ATS). The presentation discusses how recruitment processes have evolved with technology but also notes that many organizations still underutilize their ATS. It emphasizes that an ATS should be integrated with an organization's career site and used to proactively engage candidates instead of just filing resumes. The presentation also stresses the importance of training users and keeping up with changing channels for finding top talent like social networks.

1. Abtech Partnership
Getting Value From Your ATS
Recruitment Technology & Supplier
Showcase Event - 5th June 2014
Alan Whitford

2. Abtech Partnership
 Founder of Abtech Partnership
and RCEURO, web portal for the
European recruitment industry
 25 years Recruitment Industry
 Talent Challenges, candidate
experience, employment brand
 Published in a number of on-line
and off-line media covering
technical and strategic issues
around HR, technology, social
media and business
 Author of XpertHR Good Practices
Guide to Candidate Attraction
 Co-Host of #RecHangout, the
only UK regularly scheduled live
recruitment Google+ Hangout
Alan Whitford

3. Abtech Partnership
Recruitment Hasn’t Ever Really Changed
Identify your target audience
Select the channel/media that
reaches that audience
Develop the messaging that suits
the channel and the audience
Deliver the message
Ensure that you have in place the
procedures and systems to manage
and measure the response
Communicate throughout the
process with the candidates and
your hiring managers

4. Abtech Partnership
Setting The Scene
What we thought in 1997-2002…..

5. Abtech Partnership
Can We Change the Way We Work?

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CVs File
CVs
Requisitions
Review &
Categorise
Review
Retrieve
CVs
Review &
Match
Photocopy &
Distribute
Manager
Review
Select
Candidates
Internal
CVs
Traditional Recruitment Processes
Are Antiquated

7. Abtech Partnership
Evolution of Recruitment Technology
Ground Zero: Paper Based Systems
Level 1: Rudimentary Staffing Tools- Recruiter has database
Level 2: Beginning of paper based systems being transferred into two
tiered networked databases
Level 3: Staffing transactions and information become automated or
web enabled
Level 4: Productivity increasing applications and integration with
internal and external business processes and systems (E-Staffing)
Level 5: Business enabling applications and integration with client’s
strategies/goals- Predict future workforce needs driven by market
demands

8. Abtech Partnership
Technology Supports Recruitment
Fundamentally change the supply chain by capturing data
at source
Enable the candidate/employee to drive and own the cost
of inputting data
Support the HR function to manage workload and
workflow
Support the line manager to accurately define and meet
the company’s requirement
Deliver a cost-effective means of finding and retaining the
key resource of the company - its people!

9. Abtech Partnership
Internal/Internal/
ExternalExternal
CandidateCandidate
CVsCVs
ScanScan
FaxFax
E-MailE-Mail
AutomaticAutomatic
CategorisationCategorisation
KnowledgeKnowledge
BaseBase
SkillSkill
ExtractionExtraction
CandidateCandidate
DatabaseDatabase
ManagerManager
ReviewReview
Internal PlacementInternal Placement
Project Skills MatchingProject Skills Matching
Career Path ManagementCareer Path Management
Sophisticated Technology Provides the Framework
to Handle Recruitment Challenges

10. Abtech Partnership
How Automation Will ImproveYour
Recruitment and Retention Processes!
Provide a more efficient and quality service
Qualified candidates identified immediately
Time to fill requirements is reduced
Recruiters spend more time “Recruiting”
Reduce administration
Find the best candidates ahead of your competition
Fill open requisitions internally - Job Progression
Building a database of candidates for future
openings

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It Looked A Bit Like This…..

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WHAT HAPPENED?

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Tons of New Channels Emerged
Top 10 most important places to find quality hires
“Think about the key quality hires that your organization made in 2012. Which of the following were the most
important sources for those key positions?”
2011 2012 2013
Internet job boards 36% 39% 38% -1%
Social professional networks 20% 26% 37% +11%
Recruitment agencies 41% 36% 35% -1%
Employee referral programs 35% 31% 35% +4%
Internal hires 32% 32% 34% +2%
Company career website 28% 31% 30% -1%
Internet resume databases 14% 13% 16% +3%
Company ATS/internal candidate database 12% 12% 13% +1%
College recruiting programs 12% 10% 11% +1%
General career fairs 4% 4% 5% +1%
Increase (+)
Decrease (-)
Recruiters are relying more and more on professional social networks to engage top talent.
Stay ahead of the competition by training your team and employees how to be effective.
Sources of Quality Hires
Figures exclude China & Southeast Asia from average

15. Abtech Partnership

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The ATS Candidate Wasteland

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Why do you have an ATS?

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Is your ATS integrated with your career site?

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When was the last time
you trained your users?

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How do you use your candidate database?
• Filing cabinet
• Pro-active email marketing

22. Abtech Partnership
What WillYou Do Next?

23. Abtech Partnership
THANKYOU!!THANKYOU!!
Any Questions?Any Questions?

24. Abtech Partnership
Contact Me At Any Time
Contact Information:
alan@abtechpartnership.com
Tel: +44 (0)7971 864620
Twitter:
@alanwhitford
@rceuro
Sites:
www.abtechpartnership.com
www.rceuro.com