How To Prepare For A Remote ATS Implementation

For many organisations, the current coronavirus restrictions are not holding them back from upgrading their recruitment technology. With a new ATS project on the horizon, it’s worth knowing how to prepare for a remote implementation.

Author: Leah Lemm-Serruya, Senior Marketing Executive at Hireserve

Make a plan

First decide who will be working with you on the immediate project. This will vary depending on your organisation, but the operational recruitment team would be your starting point. Aside from that, you may wish to bring in HR managers or other parties that will be regular system users. Gain their buy in early and set expectations for all involved. Plan routine calls with your key parties to keep those closest to the project involved with the progress.

Define roles

Who will be leading the project? Who will oversee feeding back after the testing period? Who are the key decision makers in the project? It’s important to be clear on each team member’s responsibilities. This requires even more consideration when you can’t book a meeting room to catch up with your colleagues – make time to all join a call and discuss expectations, limitations, and other urgent work you might have in the pipeline.

Engage your wider stakeholders

Define who needs to be aware of a new system roll out and draft a communications plan to notify them of coming changes, dates to watch for and a training programme. If you are looking to have the most engaged stakeholders, take time prepare them for the upcoming project. Hiring managers will welcome new technology if they are briefed in advance of its arrival and receive adequate training and support from the roll out and onwards.

Have the right tools ready

For your key project team, check everyone has the same technology for IM and remote video meetings installed and ready. That way, on day one of the project everyone will be ready to meet and communication won’t be complicated by team members using different software.

Make a schedule

What are the key milestones for your project and when do you expect to reach them? Work with your ATS provider to establish this. Doing this will inform your communication plan with the wider organisation.

Your schedule might change over time as the scope of the project changes – you may decide after testing your new system that you have some more substantive workflows you would like to add, for example. Stay in touch with your project manager to scope out and schedule these changes in good time.

Create a training plan

Rolling out software remotely requires more preparation in terms of training. When Merton Borough Council implemented their training programme, they were able to get groups of hiring managers into multiple face to face training sessions before their new ATS was in use. Working remotely removes the opportunity to replicate this plan but offering multiple sessions of remote training via video is also a possibility. You can also helpfully prerecord system demonstrations and circulate them.

To conclude, there are many methods available to your team to ensure the smooth delivery of a remote ATS implementation. We hope you have found our ideas helpful. If you’d like to read more about how Hireserve are approaching remote implementation, we have a new guide available for you to download.

remote ATS implementation

Written by Leah Lemm-Serruya, Senior Marketing Executive at Hireserve. To find out more about how you can implement and ATS remotely, click here to download your guide.

Established in 1997, Hireserve is trusted by organisations including the General Medical Council, Lincolnshire County Council and the Building Research Establishment.

Hireserve ATS is an agile and powerful Applicant Tracking System. Organisations use Hireserve ATS to manage their end-to-end hiring processes, from automating administration and building talent pools, to improving candidate experience and reducing recruitment spend.

Hireserve ATS provides a range of tools to enable users meet their Data Controller responsibilities in line with the Data Protection Act, whilst also ensuring organisations can recruit confidently and compliantly with a clear audit trail of communications and actions.