You deserve a pat on the back. Your paid job board resources have done their job and delivered you thousands of qualified candidates over the last 12 months — candidates from which your company has made a ton of great hires. Everybody is feeling pretty good.
It also happens to be that time of year again: contract renewal time. As expected, you get a phone call from one of your job board sales reps.
Since the beginning of time (in software years, anyway), the general consensus has been that making a list of needs versus wants is the best way to start a new recruiting software and ATS vendor evaluation process —and I tend to agree.
1) Figure Out What You Want—and What You Need
As your vendor evaluation becomes more time intensive and as new vendors enter the picture, having a basis upon which to eliminate a poor vendor fit is critical.
Congratulations! Your company has finally decided on a shiny new recruiting software vendor (also referred to as an Applicant Tracking System), and you’re implementing the new software in just a couple of short weeks. High-fives all around. The financial and time investment was significant, yes, but you feel good about your purchase and you’re excited about the fantastic results you’re sure to get.
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