A few frustrations among defense recruiters stems from their biggest recruitment tool: The Applicant Tracking System (ATS). If something is more frustrating than beneficial, it can mean that your recruiting team needs to invest in a new ATS.

A few annoyances I’ve had myself are when a smaller (or newer) defense contractors aren’t willing to invest in this necessary tool (or in the correct one) that can solve some of their specific recruiting issues, or when recruiters don’t use the tool to it’s fullest potential.

At an impasse like this, sometimes it’s better to go back to the drawing board and make your case to upper management to invest a new recruiting software that can allow your team to be successful.

HOW CAN YOU TELL IF YOU NEED A NEW AND IMPROVED ATS?

In the digital age, tech is changing daily. Facebook has changed its interface a few times in the last couple years alone, and there is a new social networking platform being created every month. Recruitment technology is no different, and what worked five years ago isn’t necessarily the best thing for your dynamic recruiting team today.

A few red flags that you need a new ATS? If your recruiting team is constantly complaining about the user friendliness or functionality, if it is more of a tedious time waster than a valuable time saver, if there hasn’t been a software update or added tools to the platform in the last year or so, or if it doesn’t integrate with other tools you use, streamlining your recruitment workflows, then it’s time to find something new.

Developers, HR personnel, and recruitment gurus are working hard to be innovative and make the next best ATS – the tool that works best for you is out there, but it’s sifting through the thousands of them that can be tricky.

HOW TO CHOOSE A RECRUITMENT TOOL OR ATS

Choosing an ATS is a tough task and recruiters/recruiting managers can become overwhelmed with the noise. First step is to take a step back – don’t be easily distracted by all the blogs and lists that are out there. Force yourself to create a top five list. While some have unique bells and whistles, there are a ton that do the same exact thing, so no need to have a top 20-30 list.

Factors or quantities to keep in mind:

  • How many funded contracts does your company manage that has open positions?
  • How many proposal efforts you are currently working on?
  • How many positions are forecasted for hiring in the next year?
  • Does your company prefer to pay by user or by number of positions?
  • How many users will your company account need?
  • Does your company need integrations through outlook, other calendar programs, etc.?
  • What job boards does your company post to (and which do you prefer your ATS integrates with)?
  • Do your recruiters work on the go? Mobile capabilities for an ATS could be a good feature for your team.

There are other recruiting software questions or features to keep in mind, but these are a few of the general ones. Two ATS’ to check out are Workable (for smaller companies, this is a great option) and Workday for enterprise level businesses.

MAKING YOUR CASE TO EXECUTIVE LEVEL MANAGEMENT

This one is short and sweet. Defense contractors are built on staffing. Recruitment and butts in seats is the nature of this business. Vacant billets mean unhappy customers and an unfilled billet means you’re not billing for that seat. If executive management isn’t willing to perfect their staffing workflows, including forking over the dough for important tools to get positions filled, their company will crash and burn in this industry.

THE CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.

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Katie Keller is a marketing fanatic that enjoys anything digital, communications, promotions & events. She has 8+ years in the DoD supporting multiple contractors with recruitment strategy, staffing augmentation, marketing, & communications. Favorite type of beer: IPA. Fave hike: the Grouse Grind, Vancouver, BC. Fave social platform: ClearanceJobs! 🇺🇸