1. Making Your Recruiting Analytics Effective: The Avantages of ATS and HRIS
Before diving into details, let’s have an overview of ATS and HRIS. The functionalities of HRIS are focused on present employees, while that of ATS are more inclined towards potential candidates that can become a part of the company. Hence, one can assume that these two HR systems should work independently from one another. But in this article, we will also discuss how to integrate both in your HR strategy and make your recruiting analytics effective.
Applicant Tracking System (ATS):
This software is designed to fulfill the company’s recruitment needs. The software includes such functionalities and tools which are beneficial for posting job positions, finding and filtering candidates, interview scheduling, and making offers to candidates
Human Resource Information System (HRIS):
Developed and offered to companies for managing HR, payroll, accounting, attendance, etc. Moreover, the software also offers employees a portal for self-service where they can check their benefits and other information.
The HRIS functions in a way to track and manage changes to anything which relates to employees. We can see HRIS as a source keeping track of employee’s data.
By having the database and information in one place companies can easily assist in improving the accuracy of HR tasks.
Avoid data duplication:
If both systems exist independently in your company, then after each hiring, HR would have to manually copy candidate data from ATS to HRIS. Hence, it can result in data entry errors along with wastage of time which leads to the extra overall cost.
Better employee onboarding:
After filtering the right candidate, the task of onboarding the candidate becomes time-consuming for HR. Proper integration of HRIS and ATS can easily assist in automating this task and allowing HR to focus on improving the candidate’s experience.
By utilizing an integrated system of HRIS and ATS, HR can analyze and process candidate data from hiring to employee information together. Through this, companies can better analyze the insights of employees, HR, and their hiring processes.
2. Key Functions and Analytics You Can Get From Each
Almost all organizations are utilizing both ATS and HRIS in one form or another, to effectively manage their hiring process. This is significantly important as it’s becoming difficult to find out appropriate talent among tough competition. The more effectively companies can filter talented candidates and place them into open positions, the better costs of recruitment can be managed. Moreover, companies also benefit from several key functions and analytics, which are mentioned below;
Applicant Tracking System (ATS):
The software is responsible for all recruiting needs of the company. Through an ATS, companies can easily track candidates’ resumes, assist HR to effectively match candidates to suitable job openings, and help in efficient proceeding of the hiring process.
The function of Payroll automates the employee’s payment process. The contracts are usually recorded in systems, often time with attendance data and time. At the end of the month, payment orders are produced. This software function helps to keep track of all these analytics in an effective and self-service portal.
Time & Attendance:
The module also collects data regarding the time and attendance of employees. The module proves to be effective especially for corporate-level jobs. Hence, the analysis of such data can be made without any hassle and wastage of time.
The key element is learning and development when we consider employee management. The module lets HR track certification, qualification, employee skills, and available courses outline for current employees.
A significant aspect of managing people involves performance management. The ratings of performance are created multiple times during a year by employee peers or direct managers. The performance ratings are recorded in modules to study the pattern of data.
Reporting & Analytics:
Another significant module of the HRIS system is reporting and analytics. The present-day systems are capable enough to create HR reports on multiple topics automatically, for example, employee absence, turnover, performance, and more. Analytics is considered to better analyze this data and make informed decisions.
3. Integrating Both Systems Into Your HR Strategy
ATS and HRIS are a great step to start automating your recruiting analytics. HR can utilize HRIS and ATS in multiple ways to influence HR strategy and make better decisions regarding customers, strategy, products, and participate in executive meetings. To effectively benefit from HRIS data and influence HR strategy, HR should consider the following points:
If you want to make use of your HRIS data to influence business strategy, then start thinking more strategically rather than tactically. However, it can be difficult for few HR leaders, but shifting more doer to a leader in strategic thinking is a must.
Express Opinions Backed by Data:
To influence HR strategy, HR needs to offer substantial recommendations on the direction of the business. The recommendations should be strongly backed up by the data collected through HRIS and ATS.
Tie the Data to Company Goals:
If you want to influence your HR strategy by HRIS, you need to focus on developing your strategies by focusing on types of company goals. The goals of the company should be your goals, too.
Advantages of integrating both into your HR strategy.
- Simplified hiring and employee management
- Manages the organizational brand
- Creates a seamless experience for employees
- Increases transparency in hiring
- Establishes clear organizational processes
- Measures the true success of hiring efforts
Multiple companies offer services of integrating your ATS with HRIS or integrating your current HRIS with a new ATS software. GoCo.io is a top HRMS that provides HR professionals all the above-mentioned services of integration.
To stay at the top of the game, current businesses are required to transform their recruitment process following modern talent acquisition demands.
The transformation requires automating your interview scheduling to finding the correct integration of ATS and HRIS. As result, you will deliver the candidate such an experience which they’ll never forget. There are a lot of steps, you can take to make your business reach new heights. Because, at the end of the day, automation of HR is not all about choosing the most flashy tech tool available on the market—it’s about effectively utilizing the tool to create an optimal experience for people working with you.