Let’s face it: Recruiting is hard. It’s nearly impossible without recruiting software or an applicant tracking system to help you automate the massive amount of daily tasks involved in hiring. With so many things to keep track of, recruiting without the help of an ATS can sometimes feel like herding cats. Applicant tracking systems are command-central for all recruiting activities from posting jobs, to scheduling interviews, to collecting feedback, to moving candidates through the funnel and even onboarding new hires. But buying an ATS can be as overwhelming as recruiting itself. You’ll learn: -How to evaluate whether or not you need an ATS -What an applicant tracking system is -What the vendor landscape looks like -What to look for in an ATS -How to make the case for recruiting software

1. Recruiting 101 –
How to Choose the Right ATS

2. ● 25+ years of experience leading HR for
emerging growth and technology companies
● Past companies include Xactly, instrumental
in helping them earn “Great Place to Work”
and “Top Workplace” awards
● Purchased and implemented ATS software at
multiple companies
Mary Helen Waldo
VP of Human Resources
mwaldo@richrelevance.com
Dillon Wuerth
Head of Partnerships
dillon@newtonsoftware.com
● First Sales and Alliances hire at Newton, entire
career in Talent Acquisition
● Assisted hundreds of small to medium businesses
to improve their recruitment processes
● Helped build and execute multiple RFP’s for ATS
and has sold over 180 ATS accounts

3. 01. Do you need an ATS?
02. What is an ATS and what can it do for you?
03. Making Your Shortlist
04. Creating a Business Case for ATS
05. Q and A
Agenda

4. 01. Do you need an ATS?

5. What business problems are you trying to solve?
● Manual Processes? General Inefficiency?
● Tracking and Accountability?
● Measuring Success / Failure? Reporting?
● Candidate Experience?

6. ● Software anyone can use
● Simplifying processes and core workflow
● Robust database, search, reporting
● Candidate and hiring team engagement

7. Organizational Alignment:
Are my priorities in line with the organization’s needs?
● Your biggest problem may not be finance’s biggest problem
● What are the needs of Finance, Executives, Hiring managers
and Interview teams?
● How do I stay aligned throughout the process?

8. 02. What is an ATS?
What can it do for you?

9. Important Questions
● What is recruiting software?
● Does using standalone software make a difference?
● Anything pre-hire, but is onboarding included?

10. ATS Options
● There are between 200 - 500 ATS providers
● Enterprise (10,000+ FTE)
– Oracle Taleo EE
– iCIMS
– IBM Kenexa (Brassring)
● Mid-Market (100 - 10,000 FTE)
– Newton Software
– Workable
– Lever
● Small Business (Under 100 FTE)
– ZipRecruiter
– Google Hire
– ApplicantPro

11. 03. Coming up With
Your Shortlist

12. ● Set an explicit timeframe, know your budget
● Who’s invested? How do you balance your
needs vs. their wants?
● Does your organization use RFI/RFP processes?
Mirror an interview guide:
- Define what you need
- Layout corresponding questions
● Feel free to crowdsource RFI/RFPs
but please – PERSONALIZE

13. Research, References and Recommendations
● Trusted Network with similar needs
– Seasoned In-House Recruiters
– Senior TA Leaders
– VP and Director level HR executives
● Research and comparison websites
– G2Crowd
– Capterra
– Software Advice
● How and why did you choose your ATS?
● What was your experience pre- and post- implementation?
– Expectation vs. Reality
– What were you sold?

14. ● Integration needs with other software
– Background Checks
– Assessments
– Payroll
● Internal Resource Allocation (IT)
– How involved do they have to be?
● Who is way outside of budget?
● TOTAL cost of ownership
– Annual cost
– Additional licenses
– Additional modules
– Integrations
– Implementation
– Optional price increases
● End on 3-5 Prospective systems
The First Cut is the Deepest – Be transparent with salespeople

15. Ranking and Scoring
● Keep your data in one document
● Whichever format, make a matrix
– Implementation time
– Ease of Use
– Hiring Manager adoption
– Price
– Scalability
– Integrations/Partnerships
● Price will be a focal point, so be clear:
– PEPM vs. Admin Seats?
– Job limits?
– Implementation fees?
– Is pricing predictable?
● Highest scoring system should be clear #1
– Always have a Plan B

16. 04. Creating a Business Case

17. Business Case and Cost/Benefit Analysis
● This will supplement your scoring matrix
● What economies will the system add?
– Time savings/workforce allocation
– Cost of bad hires reduction
– Cost of empty headcount (rev gen)
– Free/integrated services included
● Lean on your sales representative for numbers
● Use excel, keep your math tight, be conservative

18. Contract Review and Purchasing
● Who holds the purse strings? They are the ‘DM’
● Go to the ultimate Decision Maker prior to meeting with team
● Collaborative Stakeholder meeting
– Can each stakeholder get everything they want?
Portion? None?
● Contracts are tricky, have a resource ready
– Do you need legal review?
– Amendments and revisions
– Information Security Implications (GDPR)
● How soon after signing is an invoice due?

19. YOU CAN DO IT!
● If you stay structured, your stakeholders become your advocates
● A successful buying process builds credibility
● If you’ve done it before, you can do it again
● Not time loss, not time wasted

20. Streamline your hiring with Newton,
the only ATS designed by recruiters.
An intuitive ATS built to work the way you do.
Easy implementation, simple workflows and almost no
training required.
See why 97% of customers would recommend Newton
to their friends and colleagues.
Contact us
sales@newtonsoftware.com
Visit us
www.newtonsoftware.com/demo-request

21. 05. Questions and Answers