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4 Things You Need to Know about Applicant Tracking Systems and Assessment Integration

Posted by  Louis Simon

If you’re an organization that utilizes an Applicant Tracking System (ATS) and on-line assessment for assisting your hiring process, there’s a good chance you’ve thought about Assessment Integration (AI). Especially if you’re utilizing two platforms to manage your recruiting process and another to provide your candidate assessments, it’s smart to think that combining those two systems could be beneficial to your recruiters, candidates and hiring managers. Knowing that there’s benefit in integrating is normally where the process starts. Where it goes from there is sometimes a very thought provoking path and each organization will have its own reasons for deciding to integrate assessments or not. If you’re just starting the process of finding an ATS this information will be beneficial to your discovery. If you’ve already picked an ATS you may find that this information hits close to home. Here are a few things you need to know about Applicant Tracking Systems and Assessment Integration.

1. Not all Applicant Tracking Systems are alike

It’s also true that not all ATS vendors have the same level of customer service or skilled staff capable of handling Assessment Integrations. While choosing an ATS vendor, keep in mind the costs involved to integrate a 3rd party assessment. Ask about the process for approaching integrations and how that may impact future costs. Some ATS vendors also have assessments available which could make the use of third party assessments more difficult. Having an understanding of capabilities of the software and abilities of the vendor will help you understand how to approach a future integration. A few things to ask while interviewing ATS vendors are, “Does your ATS support the HRXML standard for Assessment Integrations?” and “How have you integrated with assessment vendors in the past?”

2. Quality of Assessment Content
The main reason for integrating a third party assessment is the quality of content and how easy it is to access said content. If you’re taking the time to add assessments into your hiring process and spending the money to integrate, you’ll want to employ an assessment vendor that has great research and backing for their assessments. It also helps if they are eager to help integrate and are flexible with client needs.

3. Data, Data, Data
The typical questions you’ll get while starting to plan integration are, “What data is important in your process?” and “What data is important to keep candidates unique in the process?” Each of these questions will guide the integration to be successful or have potential problems. Forgetting a detail at this stage of planning could have potentially dire effects on the overall integration and can be costly to correct later. Knowing the data necessary to your process will help create a successful integration that will withstand the test of time.

4. Time and Cost
As with any project, time and cost are usually of utmost importance. Assessment Integrations are no different. Capabilities of your ATS will make all the difference here. It makes sense to keep this in mind while selecting an ATS vendor. Each vendor handles integrating content a little differently. As I had mentioned above, time and costs associated with integrating can be significant. With a little thought and planning you can be well on your way to selecting the proper ATS and 3rd Party to integrate with.

Select International has integrated our Assessments into multiple ATS systems including Taleo, Kenexa and HodesIQ. SelecTrak, Select Internationals ATS, is free software and has also been built to be flexible enough to handle third party assessments. Our dedicated team of professionals has been through the Assessment Integration process many times and looks to give the best product, within budget, every time.

Tags:   talent management, hiring, Talent Strategy, Applicant Tracking System, technology, employee assessments

Louis Simon

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