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What is your 30-day workforce management plan?

As you start to plan for the weeks and months ahead, we would like to help by offering a complimentary Workforce Realignment Feedback Session with our HCM Analytics team.

During this session, our HCM Analytics team will:

  • Discuss your current plans for workforce changes to manage the next 30 to 90 days and provide feedback on potential risks and opportunities
  • Identify targeted areas where you could potentially reduce your labor costs while minimizing long-term damage
  • Suggest key metrics for you to track so you can forecast labor costs better and make earlier interventions

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Myths about Applicant Tracking SystemsAutomated applicant tracking systems are intended to save time and streamline the hiring process for busy human resource departments. But do they really help identify top talent?

Consider this harsh reality: most companies receive about 250 applications for every job posted.

And despite the time HR staff invests in crafting careful job descriptions, many applicants aren’t a good fit.  According to a study by the Ladders jobsite, the average applicant spends just 76 seconds reviewing a job description before hitting “send.”

That leaves employers with a whole of data to sift through.

Applicant tracking systems can streamline the process, although corporate myths like these persist:

Myth #1: An Applicant Tracking System Will Disrupt Our Other Software 

Not if you purchase a SaaS-based system. There is no software to install; the application exists on the cloud.

And if your applicant tracking system is part of a unified HCM platform, it merges seamlessly with other HR applications. When you hire a candidate, the applicant record you already created becomes the basis of that person’s employee record, flowing into other software applications from time and attendance to payroll and beyond.


Myth #2: Applicant Tracking Systems Are Expensive

Not really. If your applicant tracking system is part of a unified HCM platform, ideally you’ll pay one bundled monthly fee for the entire solution. It’s cost-effective.

Besides, cost is relative to value. A quality applicant tracking system will help you reach a wide audience of quality prospects, save time, and keep you on top of hiring decisions. Even smaller employers are using applicant tracking systems programs now.



Myth #3: It Will Be One More Thing to Maintain 

Again, not if it’s cloud-based. Yes, on-premises software has to be regularly updated, which can create headaches. But web-based software requires almost no IT support or maintenance. Your applicant tracking system provider handles it for you.


Myth #4: Applicant Tracking Systems Are Hard to Use 

Actually, a well-designed applicant tracking system will follow the same workflow as a company’s standard hiring/recruiting process, so it’s intuitive and easy to use.

Applicant tracking systems can help you identify a pool of qualified candidates quickly. From there, your HR staff and managers initiate their own evaluation processes. Hiring decisions are still people based, but a robust applicant tracking system will allow your staff to get to that point more efficiently.


Myth #5: An ATS is Just a Database of Job Applications   

No, not true. applicant tracking system not only houses every resume and application received, it also helps classify candidates and offers insights about them. A strong ATS will allow you to identify, qualify, and ultimately hire the best talent, without investing the time and labor of all manual processes.

Obviously, applicant tracking system programs vary. Like any application or HCM platform, some will suit you better than others, depending on your company and workforce. If you perform your due diligence and evaluate several systems, you’ll find your best choice…just like with job applicants.