Top 10 Strategies for Picking the Best ATS for LinkedIn Hiring

Choosing the best ATS for LinkedIn recruiting can significantly enhance your hiring process. An effective applicant tracking system streamlines screening, making it faster and more efficient. Did you know that the best ATS for LinkedIn recruiting can reduce hiring time by up to 60%? Major companies like IBM are able to hire more quickly and boost candidate satisfaction. They manage to cut their hiring time in half while increasing satisfaction by 30%. Utilizing LinkedIn tools allows you to discover a larger pool of candidates and simplifies the hiring process. The right ATS not only saves time but also helps you recruit the best talent.

Key Takeaways

• Make clear hiring goals to make recruiting easier and faster.

• Pick an ATS that is easy to use for less work.

• Make sure your ATS works well with LinkedIn tools to help manage candidates quickly.

• Give candidates a good experience with clear messages and mobile-friendly forms.

• Think about how your ATS can grow with your future needs.

Set Your Hiring Goals

Before starting to hire, set clear hiring goals. This helps you make decisions that match your company’s needs and find the right people faster.

Understand LinkedIn Hiring Needs

LinkedIn is great for finding talent, but are you using it well? Many companies struggle with this. Only 21% of HR leaders think they use talent data wisely. Without knowing your hiring needs, you might waste time and money.

First, figure out what’s hard about your hiring process. Is it taking too long to fill jobs? Do you want better hires? Studies show bad hires cost companies $14,900 each. Fixing these problems can save time, improve hiring, and keep employees longer.

Using hiring data can also show skill gaps and help with diversity. Tools like blind hiring make hiring fairer without lowering talent quality.

Match ATS Features to Your Goals

After knowing your needs, find an ATS with matching features. The best ATS for LinkedIn hiring should meet your goals, like lowering turnover, boosting engagement, or following rules easily.

Here’s how some companies used ATS features to meet their goals:

Picking an ATS that fits your hiring process can lead to better hires, faster hiring, and happier employees.

Remember, the right ATS isn’t just software—it’s a helper for finding great talent.

Check Usability and Ease of Use

Find an Easy-to-Use Applicant Tracking System

Pick an ATS that is simple to use. A system that’s easy helps your team focus on hiring, not on tricky software. For example, Unilever made their ATS easier and cut admin work by half. Before this, a hard-to-use system caused 30% of applicants to quit. This shows why having simple software is so important.

Here’s what makes an ATS user-friendly:

• A neat dashboard showing important info quickly.

• Simple tools like drag-and-drop to manage candidates.

• Updates based on feedback from your hiring team.

Companies like Coupa and Lime have seen great results. Coupa grew their team size by 40% in six months. Lime hired faster, cutting hiring time by 30%. These examples show how helpful a good ATS can be.

Make Navigation Easy for Hiring Teams

Your ATS should be easy for everyone to use. Clear menus and simple steps help your team work faster and make fewer mistakes. It also saves time on boring tasks, so recruiters can focus on finding great people.

Why is easy navigation important?

• 62% of teams say an ATS helps find better candidates.

• 86% of recruiters say it cuts hiring time.

• A simple system boosts productivity and supports hiring goals.

Think about how much smoother hiring could be with easy software. You’ll save time, make fewer errors, and create a better experience for everyone.

Evaluate LinkedIn Integrations

Look for Easy Integration with LinkedIn Recruiter

Pick an ATS that works well with LinkedIn Recruiter. This feature makes hiring faster and simpler. Imagine linking your ATS directly to LinkedIn. You can view past applicants and organize tasks easily. Use LinkedIn’s Recruiter System Connect (RSC) to do this.

Here’s why this is helpful:

• It helps you find good candidates quickly.

• You can handle LinkedIn applications straight from your ATS.

• No need to switch between tools, saving time and avoiding mistakes.

Think about how much simpler hiring could be with one system. You’ll spend less time on boring tasks and more time finding great people.

Make Sure It Works with LinkedIn Talent Insights

Your ATS should also connect with LinkedIn Talent Insights. This tool gives useful data to improve hiring plans. Companies like Dell Technologies improved hiring by using Talent Insights. They cut hiring time by 25% and focused on better hires and happier candidates.

Here’s how Talent Insights helps:

• It shows where to find the best workers.

• You can study hiring patterns and change your plans.

• It improves your company’s image by making candidates happier.

By using your ATS with Talent Insights, you’ll make better choices. You’ll also create a smoother hiring process and improve your company’s reputation.

Focus on Candidate Experience

Making the hiring process enjoyable helps attract great workers. A good experience makes more people apply and improves your company’s image.

Choose Mobile-Friendly Applications

Many people use phones to search and apply for jobs. If your system isn’t mobile-friendly, you might lose good candidates. Did you know 78% of job seekers apply using their phones? Making applications easy on phones can boost completed applications by 34%.

Why are mobile-friendly applications important?

• 70% of job seekers want simpler applications.

• 89% of hiring experts say mobile recruiting is a must.

Take General Electric as an example. In 2019, their confusing system upset applicants. They fixed it by making the design easier to use. Listening to feedback from users can help you find and fix problems.

Keep Communication Clear and Regular

Talking to candidates often is very important. Letting them know their status shows respect and keeps them interested. Candidates who get updates are 3.5 times more likely to apply again.

Clear communication has improved candidate experiences worldwide:

Sending simple updates by email or text can make a big difference. It helps reduce drop-offs and makes hiring smoother for everyone.

Think About Your Budget

Check Costs of Applicant Tracking Software

When picking an ATS, know how much it costs. Prices depend on your company size and needs. Small businesses with under 100 workers might pay $250 to $3,000 yearly. Medium businesses often spend $3,000 to $15,000. Big companies may pay $15,000 to $50,000 or more. Huge companies with over 5,000 workers could spend $125,000 or more each year.

The ATS market is growing by 6.7% every year. This means more pricing choices are available. You can find one that fits your budget.

Compare Price, Features, and Value

Don’t just look at the price. Think about what you get for the cost. A cheaper ATS might save money but lack important tools. A pricier ATS with smart features like AI can save time and improve hiring.

For example, Unilever had trouble finding top talent. They used an ATS with data tools and improved candidate interest by 16%. L'Oréal used predictive tools to cut hiring time by 30% without losing quality.

When choosing, think about how features match your goals. A good ATS saves time, improves hiring, and adds long-term value.

Test Reporting and Analytics Features

When picking an ATS, make sure it has strong reporting tools. These tools help you make better hiring choices and improve LinkedIn recruiting. Let’s explore what to check for.

Find Reporting You Can Customize

Customizable reports are super helpful. They let you adjust reports to fit your hiring needs. For example, you can track how fast you hire, how happy candidates are, and the quality of hires. This helps you focus on what matters most.

Here’s how custom reports help:

For example, a big company changed its ATS to include custom questions and feedback. This boosted employee retention by 25% and cut hiring time by 40%. These numbers show how useful customization can be.

Use Data to Improve LinkedIn Hiring

Data insights make hiring smarter. They turn numbers into plans that attract great workers and speed up hiring. Companies using data often do better than those that don’t.

Why does data-driven hiring matter?

• It helps you make smarter choices.

• It shows how well your hiring process works.

• It keeps you ahead of companies that don’t use data.

A 2020 report showed top companies use data to improve hiring. Another study in 2021 warned that ignoring data could hurt businesses. Using analytics can make LinkedIn hiring easier and keep you competitive.

Explore Sourcing and Automation Tools

Using automation and sourcing tools can change how you hire. These tools save time, make hiring easier, and find better candidates. Let’s look at two important features your ATS should have.

Look for AI-Powered Candidate Matching

AI-powered matching is a big help in hiring. It uses smart programs to match resumes with job needs. Instead of checking profiles one by one, AI does it for you. This lets you focus on talking to the best candidates.

Here’s how AI helps hiring:

Think about hiring faster while getting better workers. That’s what AI can do. It’s not just quick—it finds people who fit well and stay longer.

Use Automated Job Posting on LinkedIn

Posting jobs one by one takes too much time. Automated tools make this easy by linking your ATS to LinkedIn. With a few clicks, you can post jobs, track applications, and manage candidates in one place.

Why is this important? Automation avoids mistakes and speeds up hiring. LinkedIn says companies using automation hire 60% faster. Plus, better analytics can boost revenue by 56%.

The ATS market could grow to $3.4 billion by 2026. Already, 79% of companies use AI and automation for hiring. These tools help you stay ahead and attract great workers easily.

When picking an ATS, focus on sourcing and automation tools. They save time and make your LinkedIn hiring process better.

Ensure Scalability for Future Growth

Pick an ATS That Grows with Your Company

Think about the future when choosing an ATS. Your company might expand, and hiring needs will change. A system that grows with you ensures success over time. A scalable ATS lets you add features as your team grows. This keeps hiring smooth and effective.

Why is scalability important?

• It prepares you for growth without needing a new system.

• A scalable ATS improves hires and candidate experiences.

• It matches long-term goals, saving time and money.

Many companies succeed by planning ahead. They pick systems that adapt as they grow. This keeps their HR tools useful and efficient. Planning now avoids problems later.

Tip: Ask yourself, “Where will my company be in five years?” Choose an ATS that fits that future.

Find Flexible Features for Changing Needs

Flexibility is important for hiring. Your company’s needs will change, and your ATS should adjust. Look for systems with customizable features to meet your needs.

Here’s how flexibility helps companies:

These examples show how flexible features help. Whether it’s tracking rules, hiring for busy seasons, or keeping employees longer, a customizable ATS can adjust to your needs.

Note: Flexibility isn’t just about adding features. It’s also about having tools that grow with your team and make hiring easier.

By focusing on scalability and flexibility, you’ll prepare your company for hiring success in the future.

Review Vendor Support and Training

Look for Good Onboarding and Training

Pick an ATS with helpful onboarding and training. This makes starting easy. A clear onboarding plan teaches your team how to use the system well. Vendors who focus on training make it simple to add the ATS to your hiring process.

Here’s what good training should include:

• Regular check-ins to keep communication clear and build trust.

• Lessons that explain important tools and meet your team’s needs.

• Reviews to see how well your team is doing and improve skills.

These steps help your team learn faster and make fewer mistakes. Companies that use vendor-led training often start using the ATS quickly and avoid problems.

Tip: Ask vendors about their training options. Look for live demos, videos, or workshops.

Make Sure Customer Support is Always Available

Good customer support is very important for using an ATS. Even great systems can have problems, and quick help fixes issues fast. Choose vendors with 24/7 support or account managers you can contact anytime.

Why is this important? Imagine a system error during a busy hiring time. Without fast help, you could lose time and miss good candidates. Vendors with strong support keep your hiring smooth.

Here’s what to look for:

• Support through email, chat, or phone.

• Quick replies to solve problems fast.

• Guides or FAQs for easy self-help.

Picking a vendor with reliable support gives you confidence. You’ll know help is there when you need it, keeping your hiring process running smoothly.

Test the ATS for Recruiters and Candidates

Testing an ATS for both recruiters and candidates is important. It ensures the system works well for everyone and improves hiring.

Try It Out with Your Recruiting Team

Before buying an ATS, let your team test it. This helps them see if it fits their daily tasks. Ask them to check how easy it is to use, navigate, and finish tasks. For example, does it help track candidates or post jobs faster? If it’s hard to use or slows them down, it might not be the best choice.

Big companies like General Electric learned this through testing. They fixed a confusing system after feedback and made users happier. Innovatech also found problems during testing. They improved their process and got 30% more completed applications. Testing shows what works and what doesn’t.

Tip: Get your whole team involved in testing. Their feedback can catch problems you might miss.

Check the Candidate Experience for Problems

Your ATS should make applying easy for candidates too. Pretend you’re a candidate and try the application process. Is it simple to follow? Are the steps clear? A hard or long process can scare candidates away. Hilton Worldwide fixed their system after noticing candidates had trouble. Their changes brought in 25% more top applicants.

Unilever also solved drop-offs by adding digital interviews. This cut drop-off rates by 50%. These examples show why testing the candidate experience matters. Fixing issues can bring in more applicants and improve your company’s image.

Note: Test the system on phones too. Many people apply using their phones, so mobile-friendly tools are essential.

Picking the right ATS for LinkedIn hiring can change everything. It saves time, makes hiring smoother, and helps find great workers faster. Focus on matching ATS features to your needs, testing how easy it is to use, and making sure it works well with LinkedIn. These steps will help your team succeed.

Taking action is very important. For instance, trying demos shows how an ATS works in real situations. Big companies like IBM and Unilever have had amazing results by using ATS tools that fit their needs:

Now it’s your chance. Write down the features you need, try demos, and get your team involved in choosing. The right ATS will make LinkedIn hiring easier and help you create a better hiring plan.

FAQ

What is an ATS, and why do you need one?

An ATS is software that helps with hiring. It organizes resumes, tracks candidates, and makes recruiting easier. If you want to save time and hire better people, an ATS is very helpful.

How does an ATS improve LinkedIn hiring?

It works with LinkedIn to make hiring easier. You can post jobs, track candidates, and use LinkedIn tools like Talent Insights in one place. This saves time and makes hiring faster.

Can small businesses benefit from an ATS?

Yes! Small businesses can use an ATS to save time and money. It keeps things organized and helps small teams find great workers.

How do you choose the right ATS for your company?

First, write down what you need for hiring. Look for features like LinkedIn tools, easy design, and room to grow. Test it with your team to see if it works well and helps candidates.

Is an ATS worth the investment?

Yes, it is. An ATS saves time, fixes mistakes, and improves hiring. It might cost more at first, but it helps you hire better and faster in the long run.