Kick-off

The intake or kick-off is a crucial moment in the implementation of an ATS, where we start by understanding the current recruitment processes within the organization. This ensures that you are well prepared to set up the system effectively and adapt it to the existing workflows. The goal is to ensure that you tailor the ATS exactly to the needs and expectations of the users (HR, recruiters, hiring managers, etc.).

During the intake for the implementation of the ATS it is important to get a good overview of the vacancy texts, application forms, workflows, and templates that you want to use. This is crucial because the implementation of the ATS will be much more efficient if these documents and processes are defined in advance.

Training

An in-house training has several advantages, especially when implementing a new system such as an ATS. Organizing a training within your own organization offers several strategic advantages that can contribute to the effectiveness of the learning process and the wider adoption of the system.

It is an excellent strategy to start with training for direct users and HR managers. They play a crucial role in the daily use of the ATS and can make the most of the system to improve the efficiency of the recruitment process. By training them first, you ensure that there is sufficient internal expertise to train and support other employees.

Follow-up

A follow-up meeting after comprehensive ATS training is important to ensure long-term adoption and to resolve any issues that may arise during implementation. This provides an opportunity to evaluate how well the system is being used, identify any obstacles, and provide further training or support where necessary.

During the follow-up meeting, it is important that you not only discuss the issues and feedback, but also that you actively look for solutions and ways to further improve the adoption of the ATS.

Tips & tricks are given during the follow-up meeting to the participants to support their use of the ATS. These tips can help to use the system more efficiently, increase productivity and avoid common obstacles.

Recruitment and inflow

After the follow-up meeting and several weeks of working with the ATS, it is an excellent idea to organize a separate meeting specifically focused on recruitment, job posting and candidate inflow.
This meeting provides an opportunity to evaluate how well the ATS contributes to the recruitment process, assess its efficiency, and implement any adjustments or improvements.

To increase the inflow of candidates, it is important to combine job channels, direct search and marketing campaigns well. These three components together can form a powerful strategy that not only increases the visibility of your vacancies, but also improves the quality of the candidates and optimizes the efficiency of your recruitment process.