Hiring and recruiting specialists in our modern enterprise talent acquisition environment crave speed, easy workflow management, and straightforward applicant tracking. Technology leaders need something flexible, dependable, customizable, and affordable. Candidates want an easy, mobile-friendly process.
The need for fast, flexible, and dependable HR processes is even more evident in the current enterprise environment where the role of HR professionals has never been more demanding. You’re responsible for keeping your company operational, caring for employees, and catalyzing return-to-work efforts.
The solution is having a quality ATS integration. Here’s what to look for.
As an enterprise organization, you have unique needs – like finding the right ATS integration – to keep your business running at peak performance. And just like your business, no integration is one-size-fits-all. On the back end, the needs of your HR team, technology department, and budget all need to be met. On the front end, your candidates need to be happy.
Here are four must have elements every ATS integration needs.
Nothing annoys applicants more than having to re-enter the same information repeatedly. This level of redundancy is frustrating for candidates and increases the likelihood of errors.
When you have a standalone ATS and separate background check process, applicants receive multiple requests to fill out multiple documents with similar information on each document because the two systems don’t communicate with one another.
An integration solves this redundancy. It connects your ATS with your background check provider and streamlines the information needed to generate the background check report. Applicants no longer need to waste time entering in redundant data and the chance for errors is greatly reduced.
In short, with an integration, the entire hiring process is faster, smarter, and cleaner.
The application process is an applicant’s first experience with your company and your brand. As a hiring and recruiting professional, it’s your job to make sure that first impression is as seamless as possible and represents your brand in its best light.
You also want to respect the priorities and expectations of the modern job applicant. The pandemic has created a crowded, competitive field for job seekers and many of them are stressed, anxious, and eager to land a job – quickly. Applicants desire a hiring experience that is fast, mobile-friendly, and streamlined. If you can’t deliver this in your first interaction with applicants, they’ll move on.
An ATS integration with EBI complements your existing recruiting workflow and meets the needs of the modern applicant. Recruiters can complete pre-employment background checks and other screens directly within their ATS. Candidates will appreciate text message alerts and a superior end-to-end mobile recruiting experience. This unified approach strengthens your relationship with an applicant from the first touchpoint and solidifies your reputation as having a top-tier candidate experience.
Attracting, onboarding, developing, and retaining top talent takes time and money. By the time you’re ready to send a background check to the right candidate, you’ve already invested a lot. And this is likely in addition to the return-to-work projects HR professionals are being tasked with.
“When hiring at an enterprise level, especially during an unprecedented time like the one we’re all experiencing now, the ability to click one button to launch background checks is extremely beneficial,” says Don Darrah, Vice President of Alliances at EBI. “This single-sign on feature saves so much time and eliminates the need for human resource professionals to juggle multiple usernames and passwords.”
An ATS integration with EBI provides recruiters a single comprehensive view of the hiring process. Recruiters don’t have to jockey between different screens and software platforms to manage the background check process. You can configure your own rules, reporting guidelines, and functionality so EBI’s background check process can easily fit into your pre-existing hiring workflow. Best of all, EBI will notify you when you can expect a candidate’s final background check report.
We’ve made the case already, but it bears repeating: HR departments are overloaded because of COVID-19. This can be a critical mistake, however, especially when it comes to ensuring compliance with screening laws.
We know of several enterprise organizations who’ve had to settle class action lawsuits stemming from Fair Credit Reporting Act violations. Many of these violations involve insufficient disclosure and authorization forms. The results are often costly.
The rules, regulations, and laws governing the screening process evolve rapidly. It’s extremely difficult for an HR department – especially an overworked or understaffed one – to keep up. That’s where an ATS integration with EBI can help.
We take ownership of the integration during any ATS software updates and communicate with our partner and with you as we monitor the situation. This helps alleviate any potential stress you may feel during these updates. We continually monitor employment laws and regulations and make changes to your screening program, at no extra cost to you. Not all background check companies are willing to put forth this level of ownership.
Your ATS integration shouldn’t start and stop with a one-time migration. Your Consumer Reporting Agency (CRA) should provide additional value-added benefits like ongoing learning and client resources.
At EBI, we’re known for our robust catalog of client-support tools like our:
People leave their background screener because service and support is awful. Not only is our integration and supporting migration service one of the industry’s best, we can confidently say our customer care team is exceptional at advocating for
your business goals.
No matter how you’re adjusting your hiring needs during this pandemic, EBI has an integration that delivers. Our pre-built ATS integrations can be deployed in less than a day and can link to EBI’s full range of screening solutions. We’ve created a repeatable, scalable, and dependable integration that will immediately minimize your HR department’s administrative tasks and improve your candidate experience.
Writer. Digital marketer. Storyteller. An award-winning writer and editor, Tricia O'Connor is the Marketing Content Manager at EBI. Tricia worked as a broadcast and print journalist for nearly two decades writing and producing programming for high-profile networks like ESPN Radio, History Channel, and Hallmark Channel, as well as contributing editorial work to publications nationwide. Tricia joined the EBI marketing team in 2019 and is responsible for content strategy, development, and engagement. Tricia earned a master's degree in journalism from the Medill School of Journalism at Northwestern University and is a proud undergraduate alumna of Wheaton College in Massachusetts.
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