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Job requisitions and worker information want to maneuver seamlessly between the applicant monitoring system and HCM software program. Prior to now, creating these integrations was clunky and sometimes required weeks or months of customized coding. Right now, the ATS and HCM might be built-in in days and even hours with low-code/no-code instruments.
Even with the convenience and ease of at the moment’s integration capabilities, it’s nonetheless essential to design integrations thoughtfully. Not solely that, the probabilities that low-code/no-code options convey up invite expertise acquisition leaders to embrace a brand new mindset that may empower their groups’ success over the long run.
Listed below are three issues you want to know when integrating an ATS with an HCM.
1. Outline your information necessities
Not every bit of data in an ATS wants to attach with an HCM. The first function of the ATS is to maneuver probably the most certified candidates via the hiring funnel. The first function of HCM software program is to handle the worker lifecycle via payroll, promotions, and extra. Subsequently, every system prioritizes completely different information fields; the important thing to good ATS-HCM connections is defining the fields that overlap.
Constructing a map of knowledge fields and processes will make it easier to create a easy integration course of. As you begin constructing your map, ask these questions:
- What info do you want to join? Take a look at each ends of the ATS: how do job requisitions are available, and the way do employed candidates come out?
- When does it must be accessible? To forestall the switch of duplicate or pointless info, take into account the triggers for information switch.
- Who must have entry to it? Not everybody must see the whole lot. Contemplate permissions for information entry.
You don’t want all the info to maneuver from system to system. Considering fastidiously about which information is required in every system prevents challenges down the road and helps guarantee compliance. You’ll additionally need to take into account what information must be captured for efficient individuals analytics on the candidate-to-employee lifecycle.
2. Perceive system capabilities and limitations
Each system has a selected information construction. A powerful understanding of every construction will assist outline the factors that join. Moreover, some information factors are associated to authorized necessities and should be deleted after a specified time interval.
It would additionally assist to grasp what occurs when information is moved from one system to a different. Will the info be overwritten, duplicated, or appended?
3. Embrace an agile mindset
Prior to now, integrations had been extra of a one-and-done affair, and it was tough to make modifications. With low-code/no-code automations, recruiting leaders have the flexibility to pilot and experiment with new instruments with out rewriting code, which was typically a prolonged course of that might take months.
For instance, a group desires to ship completely different assessments to inside and exterior candidates. By adjusting the collection of if-then statements, the inner candidates could be put right into a barely completely different workflow with just some minutes of workflow modifications.
Agility is likely to be a brand new mindset for TA groups which have used legacy methods. As soon as one new thought is carried out, different concepts will begin to come up that allow simpler recruiting processes for everybody.
An agile mindset consists of an consciousness that instruments and processes are going to alter sooner or later. Somebody with a legacy mindset builds software program structure based mostly on how issues at the moment are, whereas a frontrunner with an agile mindset units up an structure that’s meant to alter.
Integrations don’t must be arduous
Some firms maintain again on updating legacy methods just because they worry change and have an unfounded perception that change needs to be arduous. With a brand new host of instruments that make change simple and succesful individuals who know the best way to implement it, change can really be enjoyable.
“It’s enjoyable to work on new options and integrations with IT, HR, and hiring managers.”
– Claudia Mannequin, former Supervisor, Expertise Attraction, Nationwide Media & Tech at Axel Springer.
As a result of we all know that each firm deserves best-of-breed software program for every of its HR features, SmartRecruiters clients combine with many HCM methods, together with ADP, Oracle, SAP, UKG, Workday.
Right here’s an instance of the distinction between working with code and low-code options.
Get in contact with us at the moment to learn the way we are able to help your Hiring Success with a top-rated ATS that integrates seamlessly along with your HCM.
The publish Tips on how to Efficiently Combine an ATS with HCM Software program first appeared on SmartRecruiters Weblog.
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