30 questions to ask when choosing an ATS

Choosing an a new piece of hiring software is no easy task. With so many vendors, so many features, and so many factors to consider, it’s overwhelming.

We know it’s not easy, that’s why we’ve put together our lists of questions to ask about an applicant tracking system when you’re choosing an ATS, you can be sure you’re investing in the right system for you and your business.

What are your objectives?

Why are you searching for an ATS? Before you even get started on scheduling demos and asking questions about applicant tracking systems, you need to know what your current recruitment pain points are.

Understanding why you need an ATS will help you choose which questions to ask about an applicant tracking system that will suit your business and help solve your current recruitment downfalls. 

30 applicant tracking system questions you should be asking

Once you know what problems you’re trying to solve with an ATS, then you know which questions will best help you in the search for the perfect system.

Here are our 30 applicant tracking system questions to ask when choosing an ATS.

1. Does their ATS have the flexibility to meet your current and future needs? 

Applicant tracking systems aren’t cheap; you want to know that the system you’re investing in will support you now and in the future.

2. Will their ATS be compatible with your existing tech stack? 

This is one of the most important questions to ask about an applicant tracking system, especially if you and your team already use a lot of software. When choosing an ATS, ensure the system you are interested in can work with or integrate with your existing tech stack. 

3. Will their ATS help you manage hiring compliance? 

Hiring compliance is a biggie. Fail to comply and you could be facing expensive fines and even a trip to court. Don’t get caught out, when talking with your ATS vendor, ask how their system will comply with current and future recruitment compliance. 

4. Does their ATS support a modern, innovative approach to hiring? 

Hiring in today’s market is tough. Is their system up to the job? Make sure to ask about their hiring processes, how easy is their system to use, and if you have a preferred hiring strategy, will their ATS support it?

5. Does their ATS support the offer management process?

The offer management process is crucial for both the candidate and recruiter. For a candidate, the job offer process can affect their overall decision and influence their perception of your business. Get this wrong, and you could see a great candidate walk. 

6. How well does their ATS handle onboarding? 

We all know hiring doesn’t just stop when the contract is signed. Finding out how their ATS handles onboarding is essential for your new hires’ speed to competency and decision to stay within the business. Get this wrong, and you could see your new hire leave the organisation in under six months…

7. Do they offer a multiposter and access to free job boards? 

The best way to fill your vacancy is to get your job adverts in front of as many relevant job seekers as possible. Without a job multiposter, it’s an extremely time-consuming and laborious task. If you’re unsure as to what questions to ask about an applicant tracking system, make sure this is one of them.

8. How does their company protect data, and what is their approach to security?

Candidates don’t want to give their details to an unsecure organisation, and as a business, you won’t want to face the consequences of breaching data protection laws and leaking data.

9. Will they provide a project-managed deployment? 

The implementation of your ATS is crucial to it’s success. When discussing with vendors, ask about deployment and implementation.

10. How thorough is their commitment to making sure your implementation goes well?

Who will be overseeing your implementation on their end? How will they ensure a smooth implementation? Get this right, and it should be smooth sailing.

11. Is there a dedicated customer support team? How easily will you be able to access support?

Say something does go wrong, or you are struggling with a certain part of your applicant tracking system, how easy is it to contact support, do you have a dedicated account manager?

12. Does their ATS allow for video interview scheduling?

One of the most sought after features of any ATS. And for good reason. Interview scheduling software can save in-house recruiters plenty of valuable time that can be put back into finding the best candidates out there.

13. Do they support any alternatives to CV’s?

CV’s aren’t obsolete… yet, but that doesn’t mean you can’t explore and use CV alternatives. Candidate assessments offer a more inclusive approach to hiring and ensure that the best candidates progress through the recruitment funnel. 

14. How do they manage candidate engagement throughout the hiring process?

Candidate engagement is essential for a positive candidate experience. Poor communication and you could see your applicants casting you aside and exploring new opportunities before their first interview. As a rule of thumb, it’s best to communicate with an applicant within a week of their application.

15. What hiring metrics can you track?

Recruitment metrics are the key to any successful hiring campaign. Without them, how are you supposed to know what you’re doing is right? If you know which recruiting metrics to track, it’s important to invest in an ATS that will track those metrics for you.

16. How much time will their ATS save you?

Recruitment is about speed, and every in-house recruitment team is looking for ways to reduce time to hire. It’s important to ask about how their applicant tracking system will help you save time and how much time they estimate you will save.

17. Do they offer a career site builder or personalised career sites?

Career sites are the perfect tools for applicants to get a clear picture of your business, your culture, and the role they’re applying for. Without one, it can be difficult to attract the right candidates. When asking your applicant tracking system questions, make sure to ask about drag-and-drop career site builders. They’re a lot easier to use, and you won’t even need to get your developer involved.

18. How well does their system allow you to manage ongoing talent pools?

Working in HR, you know how important talent pools are. It’s important to ask about talent pool management and how easily you can communicate with and manage potential candidates within your talent pools. 

19. How easily can you search candidates within their ATS database?

An effective system is a system that is easy to use. Ensure the system you are considering is easy to operate and you know how to access important information such as candidate details.

20. Does their system offer candidate scoring?

Candidate scoring helps you to identify which candidates you want to progress without letting unconscious biases get in the way. With a score card feature within an ATS, you can ensure you’re hiring the right candidates whilst practising a more inclusive hiring process.

21. Can you conduct pre-employment background screening within their ATS? 

This is another one of our essential questions to ask about an applicant tracking system as background checks are essential for the majority of industries. From DBS checks to more specific pre-employment background screening such as directorship checks, it’s important to know how the ATS you’re investing in will handle those checks.

22. What does their upcoming roadmap look like? Are there new features on the way?

There are a lot of systems out there, and most of them, like Talos ATS, are continuously investing and building new features for their applicant tracking systems. When talking to vendors, ask about their upcoming features, it could be the deciding factor between your top choices. 

23. What automated processes does their ATS enable? 

Not every ATS has the same hiring automation; some are better than others on this front. Make sure you’re selecting software that will not only help with your recruitment efficiency but also help you save valuable time while recruiting. 

24. Are generative AI tools built into their system? If not, do they have plans to add it in the future?

Another big question for HR teams. Using AI in recruitment is becoming more and more common, and more recruiters are implementing it into their hiring process, whether that be to write job adverts and descriptions or to screen new applicants. Whatever your experience with AI, it’s definitely a tool worth having.

25. Does their applicant tracking system connect with your HRIS?

This could be another deal breaker… When asking questions about an applicant tracking system, make sure to mention your HRIS, can their system integrate with it? If so great! If not, maybe it’s time to look for a new vendor.

26. Does their ATS allow you to conduct Right to work checks directly from their platform?

Right to work checks are required no matter the position you are hiring for. If they can be sent, received and managed directly within their ATS then you’re on to a winner. 

27. Does their ATS allow you to work with agencies?

Sometimes, additional support from recruitment agencies is needed as an extension of your internal recruitment team. If you regularly use agencies, it is important to ask if their ATS has a dedicated agency portal for your agencies to input candidates.

28. Can their ATS generate reports and dashboards from exported data?

Tracking the right hiring metrics is important, but using that data to build reports and dashboards is a must for any internal recruitment team looking to improve their future campaigns. Don’t forget to ask about their reporting capabilities.

29. How does their ATS provide communication with candidates? 

Candidate communication is key. Does their ATS allow you to communicate with candidates directly from their ATS? Can you schedule emails and SMS messages? An applicant tracking system with automated communication is a great tool when you’re bulk hiring.

30. Do they offer training? Or will you be left to work out the ATS for yourself? 

Finally one of the most important questions to ask about an applicant tracking system, do they offer training. It’s great investing in a new piece of talent technology, but what good is it if you don’t know how to use it to its full potential? 

For more applicant tracking system questions, and tips on choosing the right ATS, visit our ATS buyers guide.

Introducing…

Talos ATS: Our intuitive hiring software

Talos360’s award-winning applicant tracking system, Talos ATS is the perfect tool for internal recruiters looking to attract, manage, hire and onboard the best candidates.

With an extensive list of features and integrations, Talos ATS is the best system for businesses looking to save time and money whilst improving their recruitment efficiency.

Our intuitive hiring solution offers a deeper analytical understanding of the workforce, promoting effective, data-driven hiring decisions to help achieve business growth. 

Ready to hire better?

Explore Talos ATS today, or schedule a demo. Make sure to use the applicant tracking system questions we’ve listed above!

Start your journey with Talos ATS today.