So, you’ve finally convinced your boss to invest in an applicant tracking system and narrowed your options down to a handful of vendors for consideration. Your biggest concern now is ensuring the solution you choose meets your company’s expectations and hiring needs.

To make sure you fully understand your options – the cost, limitations and capabilities of each system – ask the following questions of your potential applicant tracking software vendor: 

1. Do I have to sign an annual or long-term contract? Some vendors require buyers to commit to a yearly service agreement, while others are subscription based and allow you to make month-to-month payments.

2. Do I need to pay for each job opening I post? Consider the number of positions you hire for each year and if vendors can meet your needs and your number of active jobs.

3. How many users can have access to the system? If you have multiple locations or departments with hiring needs, you may want to give multiple employees access to your applicant tracking system.

4. Is there a limit to the number of applicants I can process and hire off of a single posting? Your automated system should help you identify the most qualified candidates in your applicant pool. Make sure your applicant tracking system gives you access to all of your top candidates even after you make the hire.

5. Is the system easy to learn? A new software solution will take time to fully understand and implement, but the system should be user friendly for all potential users, including applicants.

6. How does the system help me communicate with applicants? Consistent candidate communication is one of the top recruiting challenges for many hiring managers. Your online recruiting solution should simplify the process of notifying applicants when their application has been received and as their applicant status changes throughout the process.

7. Do you provide training or do I need to learn on my own? User adoption is crucial to ensure successful implementation of your chosen applicant tracking system. Inquire about system training and customer support to determine how easily your team can get up and running with a new solution.

8. Does the system automatically collect Equal Employment Opportunity (EEO) data? Federal regulations require employers to keep applicant documentation on file for at least one year. Applicant tracking software should help you keep track of EEO data for record keeping and audits.  

9. Does the system archive applicant data for any or each position? Some vendors allow you to electronically store applicant profiles for every candidate for every job posting.

10. Does the system allow me to incorporate background checks and skills testing? Online assessments provide an additional layer of applicant evaluation.

Answers to these questions will help you determine which applicant tracking software vendor is right for you. Download “How to Choose an Online Hiring and Recruiting System: A Buyer’s Guide” for more tips to help you find the right applicant tracking solution.