HR Technology

Applicant. Tracking. Systems. Why do you need them and which one is for you? This is actually a hard concept for some pros to wrap theirtechnology head around. I myself didn’t even know what an ATS was until I had been using one for about five years. I didn’t know that’s what it was called, in fact no one used it when they hired me except to report hours for payroll. Literally, they would take paper time cards and figure them up and key them into a function of the ATS that communicated the information to another program. Sounds ridiculous right? So my former employer had bought this fancy system and no one was using it for its true purpose. They also hadn’t activated it through the website to capture applications, they were still peddling paper applications (this was only about eight years ago).

Where I currently work actually built their own applicant tracking system. You would think that was super bad ass because we are a highly technical company… it’s not. I was excited at first because this means you own it, you edit it, you tailor it how you want. The major downfalls: someone on our payroll has to make edits we want, it doesn’t communicate with Costpoint or Outlook or our educational assistance function, EDP function, etc. and it just plain doesn’t do what us recruiters need it to do.  I’ve been mumbling about needing an ATS since about my fourth day on the job here.

Last year at #SHRM13 I spent some time on the overwhelming vendor floor. At first look it was miles of sales people shoving the latest and greatest tool in your face, but once you get to a useful vendor and pocket a few awesome giveaways, you start to relax. It’s nice to be able to  compare vendors side by side and really evaluate where you are going to get the most bang for your buck. I spent some time with a couple of HRIS vendors that really rocked my socks, but I think my favorite was Halogen Software. What’s really sweet nowadays is that big players like Halogen are not just an ATS, they are every technological tool you need in one place. I chatted with a rep at the conference and had a few follow-up calls with the most amazing rep ever, Nancy!

Nancy let me ask a ton of questions to truly understand their product line and explore different scenarios to meet different needs. She also walked me through a demo or two! My favorite thing that Halogen can string together for a client, above the basic needs of applicant tracking system, is what they call the eAppraisal Professional Services. Most software tools are going to have this extra as an option these days, but Halogen is adamant that you should implement only what you need and they are willing to file that down with you. This function includes employee appraisals and project reviews, goal alignment and management, on boarding forms and task management capabilities, performance based development planning and other neat things to follow-up on these tasks faster than before! Their systems connect the HR function of talent management with the managers function of talent management and facilitates a one stop shop to weave every piece of it together. Their customer service really is amazing (straight from their site):

From award-winning products to stellar support and services, we’re raising the bar on what you can expect from a talent management vendor. In fact, being ranked No. 1 in customer satisfaction means you can expect more from us.

Companies that have grown from small business to mid-size and have their sights set on being a mega size business tend to find themselves caught up in a pile of processes and a bunch of neat tools that don’t get the job done all the way. When you’re shopping for the right tools you need to keep in mind that these tools don’t replace HR or any of your HR functions they facilitate a faster track to implement all of your HR/talent management functions. If you don’t know where to start, I recommend connecting with Nancynwilkinson@halogensoftware.com or 1-866-311-5007) and letting her help you assess your needs and better understand the right custom suite for you and your organization.  If nothing else, mosey around their website and pick up white papers on HR metrics, retaining talent, managing employee goals and more! You can also pick up some great insight from any of their talented blog contributors.

 

 

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Author: Kristina H. Minyard, SHRM-CP, PHR

My goal is to challenge the way we view, measure, and utilize HR and recruiting in a positive and encouraging way. I love working in HR and value the network of HR professionals that I also call friends. I'm always learning from my fellow HR pros and find comfort in their expertise. I'm an active member of my local SHRM chapter (NASHRM) and a total HR enthusiast! My HR related knowledge is a mix of recruiting, retaining, engaging and just plain helping people discover their passion. I'm a follower of Christ, Wife, Mom, Corporate Recruiter, Blogger, problem solver, runner, Sports FANATIC & Razorback surviving amongst the [crimson] tide! You can find me on twitter & Instagram: @HRecruit Snapchat: kminny32 Google+: https://plus.google.com/+KristinaMinyard LinkedIn: http://www.linkedin.com/in/kristinahutto/ Thoughts here (and on all my social media channels) are mine and do not represent the thoughts/beliefs of my employer. Why would I name my blog HR Pockets? Read about it in my first post years ago!!

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