Integrating ATS with HRIS proves to be powerful

It is wise to consider integrating the ATS with existing HRIS systems or even obtaining a new ATS system and implementing both systems at the same time if none are in place.

The decision to purchase and implement an applicant tracking system (ATS) is often met with excitement from recruiters and HR managers. An ATS can make the hiring process much easier and can increase hiring standards. When devising the implementation plan, it is wise to consider integrating the ATS with existing HRIS systems or vice- versa. Also, implementing both the systems at the same time if none are in place.

How HRIS-ATS integration impact recruiter’s productivity?

By connecting your ATS and HRIS, your staff can order and retrieve the data and reports with the push of a button. This will save valuable time by eliminating the need to login to an outside website to order and retrieve reports, as well as the duplication of data entry, and errors that sometimes result from this process.

When an ATS is not integrated with an HRIS, the issue begins as soon as someone successfully moves through the hiring process and becomes an employee. When the systems are different, it is not possible to simply export the data from the ATS into the HRIS, all information must be manually entered. This increases the risk of information entry errors and directly uses HR labor hours that could be better spent on more lucrative or productive tasks.

By integrating HRIS and ATS, it is possible to directly transfer information from one system to another. This increased transparency and fluidity can have many benefits.

Patterns in hiring and recruiting may turn out to have an impact on things like employee retention, productivity, and satisfaction. Metrics that show retention and productivity can be easily compared and cross-referenced with information about specific keywords applied through the ATS and other recruitment strategies and tools, it may be possible to optimize processes and analyze the impact of changes.

Keeping all of your data on one platform reduces the potential for private or protected information to be breached. This eliminates email transmission, or the need to maintain a separate set of credentials required to login to an outside system to download background screening reports. Even reports that are faxed back to you can sit in the open for prying eyes to see.

When the information is transmitted between your ATS or HRIS system the information remains encrypted and secure. You can leverage the same internal access controls that govern your HR information to also control who sees and reviews these reports.

Synergy — If requisition data is integrated, it takes less work to handle initial requisition information. If the systems are united, hiring managers can self-serve on an accessible HRIS and access requisition data in real-time.

HR Satisfaction — With the positive effects of ATS and HRIS integration, many clients report an impact on factors such as employee retention, output, and job satisfaction.

Save on Time — Integrating an ATS with your existing HRIS can save time, money, and headaches down the line.

Increased Understanding — Integration is a significant opportunity for HR staff to have the advantage of analyzing data that is exclusively collected in both systems. For example, linking a performance review with retention rates by a recruiter assigned to the source of hire data.

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