ATS Recruitis a SaaS application that comes with a set of "standard" settings and therefore, in an extreme case, you need practically no implementation to use it. But in practice, it will always be desirable to have some essential items set exactly according to your needs so that ATS Recruitis serves not only as a "CV repository", but above all as a tool that can advance and make recruitment in your company more efficient.
Below is an overview of the essential points of view that you should consider before using ATS Recruitis or before setting it up, they should be considered and factored into your plans for launching ATS Recruitis within your company.
Data transfer and timing
If you are switching from existing solutions (other ATS, Teamio, or another system you use for candidate management - Jira, Asana, Trello, Excel), you must first of all think carefully:
This is primarily to ensure that there is no gap where candidates are not recorded in either system and also to minimize the time you are using two systems in parallel.
💡 Example 1: "We use Teamio and want to continue advertising on LMC portals and have automatic import into ATS Recruitis."
💡 Example 2: "Moving from Recruitee."
💡 Tip: For a number of customers, the approach proved successful, where they let positions active in the old system run out there and gradually created new positions in ATS Recruitis and processed them there.
Linking career sites
Career sites should be your most important source of candidates, so it is essential that they are connected to ATS Recruitis as early as possible. At the same time, the best connection option - via API, is also the most time-consuming and usually requires the involvement of internal resources, which may not be immediately available.
That's why we offer several connection options that also allow variants that can be activated practically immediately - read more here.
Adding users is handled by you, so you do not need the assistance of ATS Recruitis support.
From the point of view of timing, it is important, especially for hiring managers, that they only get access when they can really use the system - that is, only after you have the system set up as you need for "sharp operation" and ideally after you have trained them on how ATS Recruitis to be used.
If users log in to ATS Recruitis using a name and password, each new user will receive an activation email where they will have to set their own password. This email has a limited validity of 2 days, so it's a good idea to inform colleagues in advance so they don't miss the activation.
You must assign each user a role that primarily defines their access to candidates. Here's a quick overview:
By essential settings, we mean those that are good to make right at the beginning and have them ready for the "first day" of the sharp operation of ATS Recruitis in your company. The system is functional even without these settings, or the system offers preset values for these items, but if you set these items exactly according to your individual needs right from the start, you will save yourself the trouble of changing them later and above all, you will offer candidates a better experience with your recruitment.
These mainly include:
Hiring managers and additional services
In companies where a larger number of users (recruiters and especially hiring managers) will participate in the recruitment process in ATS Recruitis, it is necessary to take into account the time required for internal communication about changes.
As the approach and role of recruiters and hiring managers differs in each company, just as the way of using ATS Recruitis differs, it is not possible to give you a uniform manual, you will always have to document your specific approach and what you expect from recruiters and hiring managers.
💡 Tip: As part of the implementation and testing of ATS Recruitis capabilities, try to create a profile with "Line Manager" rights as well and try to go through the recruitment of a test candidate on both sides.
Connection to job portals
If you use specific job portals as a source of candidates, or if you are just about to use one of them, take a look at this page for an overview of which portals cooperate with us and how you can connect to them.
If ATS Recruitis needs to be integrated with other systems or services such as user management (e.g. LDAP) or a connection to HRIS (e.g. for onboarding purposes), it is necessary to take into account the time for analyzing such a connection and also the time for its implementation, because in in the vast majority of cases it is custom development.
💡 Tip: To support our customers at the beginning of the cooperation, we are happy to connect with your third-party system suppliers so that you do not have to solve or just interpret these purely technical questions yourself.
The time-consuming nature of these individual steps, and above all your internal capacity to fulfill them, determines the length of the schedule you need to start the "live operation" of ATS Recruitis. There are companies that can do this in a matter of days, there are companies that take several weeks. In any case, our support is here for you to make this journey as easy as possible and to help you if you encounter a problem, question or area that you need clarification on.
You don't have to tag candidates one at a time, but you can add or remove tags from an entire group of candidates.
Keep an overview of contacted candidates on the LinkedIn professional network and use the option to easily download them directly to ATS Recruitis without the need for rewriting.
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