4 Great Ways to Persuade Your Manager to Invest in an Applicant Tracking System

Are you starting to feel like recruitment is nothing more than just a hit-and-miss? Have you had enough of pesky and time-consuming tasks that are stopping you from leaving work on time? Are you tired of wondering where you’re going wrong with your hiring efforts? Well, you’re not alone. It sounds like your daily struggles as a recruiter are swaying you towards leveraging an applicant tracking system. But there’s one thing stopping you from doing that: convincing your manager it’s the right choice. Perhaps your manager is resistant to change, isn’t keen on learning something new, or doesn’t want to strain the recruitment budget. Their concerns might be valid, but there are some compelling ways you can convince them otherwise.

To help you out, check out the awesome ways you can persuade your manager to leverage an applicant tracking system today.

Identify the opportunities for improvement

If there’s one thing HR managers really care about, it’s recruiting success. They want their team to crush their KPIs and achieve all recruiting goals with ease. But with the lack of tools and resources, this can slowly turn into a far-fetched dream. Luckily, you can easily show your manager how an applicant tracking system can ease your recruiting blues. For example, show them how it can offer advanced analytics and reports to spot bottlenecks, gaps, and mishaps in the recruiting process. Where in seconds you can access all the data related to your jobs, how long they’ve been open, and how many candidates they’ve attracted. Plus, it allows you to effortlessly track and get an overview of candidate sources, the total number of candidates disqualified and the candidates hired. You can also show your manager how pinpointing setbacks in advance, can help you easily find opportunities for improvement at a much earlier stage. This way, managers can move faster, learn where recruiters are struggling, see which processes are lagging behind, and take action fast.

Show them the lucrative benefits

Managers care about numbers. They want to know their efforts are going somewhere. So if you want to convince them to leverage an applicant tracking system, you need to show them the benefits of using one. Tell them how an applicant tracking system can speed up the hiring process by 90%, save up to 96% of recruiting costs, and expedite the shortlisting process by 80%. But the numbers alone are not enough. You need to show managers how the recruitment software can help you achieve that. For example, you can tell them how it can automate the hiring process from sourcing to hiring. Where you can automatically:

• Centralize hiring across branches
• Post jobs on 2,000+ job boards
• Create automated approval workflows
• Centralize team communication
• Create smarter approval workflows
• Build unlimited hiring processes
• Invite recruiting agencies in a click
• Keep track of visa quotes effortlessly
• Conduct verified background checks

Once you prove to your manager how an applicant tracking system can provide sensational benefits to your HR department, they will be more enticed to leverage it.

Discuss the ways it keeps risks down

Not all managers like to take risks. Especially when it comes to the recruitment process. If you want to convince your manager to invest in an applicant tracking system, you need to show them the risk factors that already exist in the recruitment process. From lackluster team collaboration, miscommunication, duplicated efforts, misplaced entries in spreadsheets, and lack of compliance (such as with GDPR). Then, let them know how an applicant tracking system can hinder and obliterate all these risks. Start by stating how an applicant tracking system allows recruiters to collaborate together in one centralized place to make more informed decisions, mitigate bias, and eliminate duplicate errors. Not only that, but you can also share how an applicant tracking system is compliant with GDPR. This means that your manager can sleep soundly knowing that recruiting data and all your candidates’ information are safe and secure. This way, once you show your manager how an applicant tracking system can diminish all these risks, they’ll be more persuaded to leverage one.

Showcase how it saves recruiters valuable time

Time is money. No manager or employee wants their team to waste valuable time, effort, or resources. This is why it’s crucially important to show managers how an applicant tracking system can save your company valuable time and money. For starters, you can let them know that an applicant tracking system can automatically parse and screen resumes in a fraction of the time. Where in seconds, you can get a shortlist of top talent that meets your company’s requirements and needs. Not only does this save you more than 17 hours per hire, but it also enables you to sail through the recruiting process faster than ever before. Plus, an applicant tracking system makes scheduling interviews far easier and faster. Where candidates can self-schedule their own interviews, and at a time that suits their convenience – and yours. This way, you can stop playing phone tag with candidates or clog your inbox with emails just to schedule a single interview. You need to let your manager know that an applicant tracking system is a major time-saving tool that can help you spend less time on manual tasks and more time on what’s important.

Before you go

You might be having difficulty convincing your manager to leverage an applicant tracking system. But these awesome tips will seamlessly get you closer to convincing them. Our advice is to truly believe in the technology and its wonderful benefits prior to selling it to your manager. Ready to leverage an ATS that can help you achieve hiring success? EVA-REC is an on-demand ATS that automates and improves the hiring process with AI technology. From small businesses to industry giants – we aim to offer fully customizable, world-class features that help create a rich and immersive hiring experience for recruiters and candidates. With EVA-REC, companies can drive merit-based, objective, and fair hiring practices that minimize bias and dehumanize the hiring process. Request a free demo today!

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