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 Best Practices in Talent Management: Factors in ATS Selection
 Effective talent management begins with understanding the true value of talent to an organization. People costs account for 70 percent of the total cost of doing business—and with good reason. It’s people who create business plans, develop new products and services, answer customer service calls and ring up purchases at the cash register. Because people are the most valuable resource in any organization, it’s a competitive necessity to have the best processes in place to attract, hire, train, and retain the best employees. But you also need to have the right system in place to keep track of your recruiting processes and your people. Whether you are in the market for a new applicant tracking system or you’re a first-time buyer, keep in mind that one size does not fit all. The right system can streamline your workflow process, speed time-to-fill and save thousands of dollars in administrative costs – all the while helping you populate your organization with the right people in the right places.
What’s An ATS? Frequently Asked Questions About Applicant Tracking Systems
 Because people are the most valuable resource in any organization, it’s a competitive necessity to have the best processes in place to attract, hire, train, identify and retain the best employees. But you also need to have the right system in place to keep track of your recruiting processes and your people. The right applicant tracking system (ATS) automates, evolves and streamlines the recruitment and hiring processes, increasing efficiency and contributing to enterprise-wide productivity. But what exactly is an ATS, and what precisely can it do for your organization? Inside are the answers to the most frequently asked questions about applicant tracking systems.
Terumo Medical Corporation Automates Recruitment with Highly-Configurable nowHIRE Applicant
Tracking System
 Like many companies founded before the advent of automated applicant tracking systems, Terumo’s HR staff was still manually tracking applicants received for open positions, which was labor-intensive and compromised data integrity. Staffers were spending approximately 16 hours per week tracking applicants—time they could be using to fill positions instead. Entering data did not bring value to the company, but filling positions fast and effectively did, so it made good business sense to invest in an applicant tracking system (ATS). Terumo requested presentations from a number of vendors, but most of them required purchase of the total system, which had many features and components that Terumo didn’t need. One vendor stood out for a number of reasons: nowHIRE.
Archives
Validation Study:
Reduction of Turnover Associated with the Integrated Use of the
nowHIRE
& Employee Reliability Inventory (ERI®) Systems in a Retail Chain
 This study measuring turnover rates during 2006 and 2007 examined the effect of introducing a structured, automated, bilingual and integrated end-to-end online hiring process (combination of the nowHIRE system, ERI assessment, background checking, drug screen, WOTC, HRIS integration and on-boarding with electronic signature) into the store-level hiring procedures of AutoZone, a major automotive retailer, with more than 50,000 employees and over 4,000 stores, located throughout the United States and Puerto Rico.
St. Mary’s Medical Center Moves into the 21st Century
with the NOWHIRE Applicant Tracking System
 Prior to automating their talent acquisition process, St. Mary's Medical Center required all applicants to fill out paper applications and either mail them in or apply in person. Applications were getting lost, and sometimes qualified candidates wouldn't hear from St. Mary's. The medical center was finding it difficult to recruit beyond the local area and risked losing integrity among its applicants due to poor communication. HR Director Dan Weaver decided it was time to bring St. Mary's into the 21st century with an applicant tracking system. St. Mary's chose nowHIRE's ATS because it could be configured around St. Mary's workflow process. Plus, St. Mary's needed to automate its background check process and potentially automate its new hire onboarding activities.
Pep Boys Moves to
Paperless Applicant Tracking System
 Pep Boys had already left its all-paper application process behind in favor of a computer-based hiring system. Yet even though the applicant process had been streamlined via computer, a physical signature was still legally required for many documents involved in the application process. Applications completed online had to be printed out, signed and mailed to the corporate office, where the documents then had to be scanned back into the system. In addition to the time spent going from computer to paper to computer again, there were soft costs of paper, postage and personnel involved. Pep Boys approached nowHIRE with the idea of digitally capturing the physical signatures of applicants in a way that would meet legal requirements and further streamline the application process.
Best Practices in
Choosing an Enterprise-Level Applicant Tracking/ Hiring
Management System: Keeping the Candidate Experience in Mind
Finding the right Applicant Tracking System (ATS) is a critical business mandate for small and large companies alike. The right ATS automates and streamlines hiring processes, increasing efficiency and contributing to enterprise productivity. When organizations select an ATS, one of their primary considerations is ease of use for the recruiter or hiring manager. That makes sense, since these are the people who will be using the system to manage their recruiting efforts. But they aren'’t the only people who’ll be using the system. Candidates, both active and passive, will often get their first impressions of employment with your company from the company career site and, if still interested, from the online application process.
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