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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 infrequently required weeks or months of customized coding. At this time, the ATS and HCM will be built-in in days and even hours with low-code/no-code instruments.
Even with the benefit and ease of right this moment’s integration capabilities, it’s nonetheless necessary to design integrations thoughtfully. Not solely that, the chances that low-code/no-code options deliver up invite expertise acquisition leaders to embrace a brand new mindset that may empower their groups’ success over the long run.
Listed here are three issues you might want to know when integrating an ATS with an HCM.
1. Outline your information necessities
Not each piece of knowledge in an ATS wants to attach with an HCM. The first objective of the ATS is to maneuver essentially the most certified candidates by way of the hiring funnel. The first objective of HCM software program is to handle the worker lifecycle by way of payroll, promotions, and extra. Due to this fact, every system prioritizes totally 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 enable you to create a easy integration course of. As you begin constructing your map, ask these questions:
- What data do you might 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 should be accessible? To forestall the switch of duplicate or pointless data, think about the triggers for information switch.
- Who must have entry to it? Not everybody must see every little thing. Think about permissions for information entry.
You don’t want all the information to maneuver from system to system. Pondering rigorously about which information is required in every system prevents challenges down the road and helps guarantee compliance. You’ll additionally wish to think about what information must be captured for efficient folks analytics on the candidate-to-employee lifecycle.
2. Perceive system capabilities and limitations
Each system has a particular 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 have to be deleted after a specified time interval.
It’ll additionally assist to grasp what occurs when information is moved from one system to a different. Will the information 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 power to pilot and experiment with new instruments with out rewriting code, which was usually a prolonged course of that might take months.
For instance, a workforce needs to ship totally different assessments to inner and exterior candidates. By adjusting the sequence of if-then statements, the interior candidates could be put right into a barely totally different workflow with only a few minutes of workflow modifications.
Agility could be a brand new mindset for TA groups which have used legacy programs. As soon as one new thought is carried out, different concepts will begin to come up that allow more practical recruiting processes for everybody.
An agile mindset contains an consciousness that instruments and processes are going to vary 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 vary.
Integrations don’t should be laborious
Some corporations maintain again on updating legacy programs just because they worry change and have an unfounded perception that change must be laborious. With a brand new host of instruments that make change straightforward and succesful individuals who know how you can implement it, change can truly 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 capabilities, SmartRecruiters prospects combine with many HCM programs, 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 right this moment to learn how we will assist your Hiring Success with a top-rated ATS that integrates seamlessly together with your HCM.
The submit Learn how to Efficiently Combine an ATS with HCM Software program first appeared on SmartRecruiters Weblog.
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