Best Practices For Effective Change Management When Implementing A New ATS

ATS stands for Applicant Tracking System in human resources. It helps recruiting companies to organize and track candidates for the hiring and recruiting process. An ATS software collects candidate details and organizes them based on the skills and experience of the applicants. ATS uses automated intelligence to filter the best candidates and simplify the recruiting process.
October 19, 2021
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What is ATS? 

ATS stands for Applicant Tracking System in human resources. It helps recruiting companies to organize and track candidates for the hiring and recruiting process. An ATS software collects candidate details and organizes them based on the skills and experience of the applicants. ATS uses automated intelligence to filter the best candidates and simplify the recruiting process.


Just purchasing a new ATS won’t help a company bring in the desired results. The key to getting the results of the investment on your new applicant tracking system is to do a proper implementation of the same. 


Here are some practices that you need to keep in mind for effective change management when implementing a new ATS: 

Work in close collaboration with your selected vendor 

A responsible ATS vendor would provide the buying company with ample support during the implementation process. Enhancing your knowledge about the new software by learning from the vendor can make your transition to a new ATS smooth. A solid relationship with your vendor means that you will get all the necessary help whenever required. 

Create a detailed but flexible implementation plan 

Sometimes things take a different course from what we originally planned. That’s why it is important to have a detailed but flexible plan. You can form a plan with your vendor and your implementation team. At the same time, keep your plan flexible again to change it whenever the situation demands. 

Finalize your implementation team and communicate efficiently with them 

Your implementation team would be bigger than your selection team. It would include the members of your selection team, data security, and IT people, HRIS/HRIT administrators, hiring and recruiters managers. This team can vary from organization to organization. Some companies would also include the marketing team for marketing and branding of the applicant portal. Everyone that will be impacted by the change in the hiring system must be involved and communicated about the new system. 

Establish clear roles and responsibilities

All your implementation team members must be clear about their roles and responsibilities. The managers need to establish how the team will be assessed as a group and communicate this to them so they are on point with their performance. Make sure that every person involved in the implementation process is clear about what role they are to play. 

Take regular updates and feedback 

Make sure to take regular updates from your implementation team regarding the smooth functioning of the applicant tracking system. Measure the performance of the team and the software in metrics and see if any changes are required in the plan. Taking feedback on the software will let you know where your team is facing problems and you can train them or improve the system as and when required. 


Sometimes the people in the organization can be resistant to change to a new system and can also feel insecure about losing their jobs due to technology. It is your job to make them understand the necessity of change for better results. Your ATS vendor can advise your employees about how to use the new system. Implementing any kind of change in any organization takes teamwork and clear communication. Keep the above things in mind and you’ll be good to go.


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