Recently Software Advice conducted a survey of HR analytics users, and spoke with experts, in order to understand the impact of applicant tracking systems (ATS) and HR analytics for HR professionals and small business owners. The most noteworthy conclusions of the study were that more HR analytics software users than non-users rate performance on common HR key performance indicators as “good” or “very good,” over one-third of small businesses in the sample (37%) use some form of HR analytics software to make better hiring decisions, and finally, 53% of respondents say the perceived high cost of the software is the biggest hurdle for adopting it. This study confirms what we here at Crelate have long believed, reasonably priced software, that helps companies track and measure performance can improve the effectiveness of their talent acquisition and hiring efforts.
What is Applicant Tracking Software and HR analytics?
An ATS is a software application that enables the electronic handling of recruitment needs. An ATS can be executed or accessed online on an enterprise or small business level and focuses on the quantitative data collection of job candidates. An ATS can offer a wide range of reporting capabilities and allows users to filter, measure, and understand key recruiting metrics. Recruiters are then afforded the ability to track where their candidates are coming from, where they are going, what customers and searches are generating the most activity and so on.
Techopedia defines HR analytics as “applying analytic processes to the human resource department of an organization in the hope of improving employee performance and, therefore, getting a better return on investment.” HR analytics therefore highlight the qualitative aspects of employee tracking–things like: how employees are performing on key performance indicators (KPIs). The first step for analytics is to have a systematic way to track and record your data. Crelate’s applicant tracking system does this very effectively. Next is to quantify the efforts, how many candidates come from where, how much activity happens on each job search or candidate; again Crelate’s reporting capabilities handle this very well today. Finally, you want to do some qualitative understanding of your process and understand the flow of candidates better and how one job search compares to your average over time. The Crelate team is making continued investments and plans to offer advanced qualitative analytics this fall.
Over One-Third of Small Businesses Use HR Analytics Software
According to Software Advice’s survey data, small businesses of one to 100 employees are the most likely to be using some form of an applicant tracking system or HR analytics solution (27%) and with good reason. According to a senior director of product innovation at SumTotal Systems, this is likely because the hiring process is more crucial for smaller businesses because, “if even 5 percent of hires are not the right fit, this can have a disastrous effect on their bottom line.” Given this situation it seems logical to ask why aren’t all small to medium-sized companies using these HR solutions?
Business Sizes Using HR Analytics, by Number of Employees
Cost is the Greatest Impediment to Implementing Applicant Tracking Software/HR Analytics Software
Software Advice found that the perceived cost of implementation was the leading factor for why more companies aren’t currently getting the benefits of a software solution for improving the hiring process. 53% of the respondents cited cost of the primary barrier followed by the following: current method is effective (21%), too complex (12%), too few employees (9%), lack of awareness (7%), inability to customize (2%), and other (11%).
Top Reasons for Foregoing HR Analytics Software
Crelate addresses many of the concerns and perceived barriers to entry mentioned in the Software Advice article. Crelate’s applicant tracking system takes pride in being reasonably priced and offering a solution that is entirely cloud-based, which means it doesn’t require a costly and time intensive on-premise deployment. Additionally, we believe that if more businesses were aware of the overall benefits and cost savings, that would be generated once and tracking solution was in place, our solution would outperform current methods used. And, Crelate’s solution for HR tasks is easy to use and has a user-friendly UI and, therefore, doesn’t require a lot of customization. The customizable aspect of our solution is what companies want to track and how they want to track it. In other words, our software can “work the way you do.”
For companies looking to dip their toes in the applicant tracking software solutions the first step is to optimize the way you are tracking and recording key metrics. It isn’t time-consuming, error prone, difficult to report on or hard to collaborate when you just put important data in spreadsheets. Crelate offers a variety of metrics and reports that vastly improve the efficiency of recruiters. For example, you can collect data and easily access reports on candidate pools and candidate activity tracking.
Reporting Capability Overview – Candidate Overview and Activity Overview – Crelate
We believe it is clear that as businesses continue to learn about the added value of applicant tracking systems and HR analytics more and more will get on board to stay ahead of the curve and improve the efficiency of the hiring process and the tracking of employee performance and growth.