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Every applicant at a stage, every vacancy timed
Before you buy a recruitment platform, Diego defines stages, criteria and data with you. Then he helps you choose it and connects it to your employee records.
Online assessment of your hiring process: 38 questions, results by dimension when you finish, free of charge.
What an ATS is and what it solves
An ATS (applicant tracking system) posts vacancies, receives applications, screens candidates and records interviews, evaluations and offers in one place.
It solves a concrete problem: CVs arrive by email and social media, and HR loses track of each candidate between stages.
Processes it covers
Signs your company needs an ATS
If three or more happen in your hiring, the assessment shows whether to start with stages, the applicant database or evaluation.
- CVs arrive by email and social media with no single record
- Nobody knows what stage each applicant is at
- Time to fill a vacancy is not measured
- Managers evaluate with different criteria
- Candidates never get a reply
- The new hire's data is keyed in again by HR
Who an ATS is for and when it does not fit
Who it is for
- Companies that open vacancies every month or in campaigns
- Hiring teams receiving CVs by email, social media and job boards at once
- Operations with high turnover in the first months
- Groups hiring for several sites with different criteria
When it does not fit
- Few vacancies a year: written stages and a shared sheet may be enough before paying for licences.
- If an outside agency does the hiring, the first step is agreeing which data it hands over and in what format.
- If turnover comes from the job's conditions, an ATS will not fix it. The assessment points that out.
The cost of hiring from the inbox
Without stages or a single database, every vacancy starts from scratch and good candidates from earlier processes stay lost in emails.
- Critical vacancies open longer than needed
- Hours spent scheduling interviews by message
- Hires that do not work out with no idea which filter failed
- CVs stored with no personal data policy
Example values you can edit. Count the hours spent screening CVs and arranging interviews by message. The result does not estimate savings.
Assessment method for an ATS
Seven dimensions of the DMG-RT method, derived from TOGAF. For an ATS, the questions follow the vacancy from approval to the new hire's first day. Each is scored 0 to 4 on facts you can check.
Process
Hiring stages, vacancy and offer approval, and a reply to every applicant.
Data
Whether applicants are in a single database with stage and source channel.
System coverage
Where interviews are scheduled and evaluations recorded.
Integration
Whether the hire flows to the employee record without re-keying and whether vacancies are posted from one place.
Measurement and follow-up
Time to fill and early turnover.
People and adoption
Whether managers record evaluations and which guide they interview with.
Compliance and control
Use and retention of applicant data (Law 29733) and who sees evaluations and salary expectations.
What an ATS project needs and what it delivers
What your company provides
- Last year's vacancies with opening and closing dates
- Role profiles and evaluation criteria used today
- Channels applicants come through: job boards, website, social media and referrals
- Privacy notice and CV retention period, if any
- Interviewing managers, with hours for the workshop
- The data the employee record needs at hiring
What you receive
- Written hiring stages and approvals
- Interview guide and criteria per role
- ATS comparison matrix with three-year cost
- Requirements for the vendor and a test plan
- Handover of the new hire to the employee record, tested
- Defined KPIs: time to fill and early turnover
Steps of an ATS project
Hiring assessment
Ten minutes. The radar shows whether hiring fails on stages, the applicant database, evaluation or handover to the employee record.
Review with a recent vacancy
Twenty minutes. Diego goes through your answers with a recently filled vacancy and decides which stages are written first.
Stages and criteria workshop
Half a day with HR and a hiring manager: stages, approvals, interview guide and criteria per role.
ATS selection and integration
Two to four platforms compared on a real vacancy. The vendor implements; Diego hands over requirements, reviews testing and connects the new hire to the employee record.
Market options for an ATS
ATS platforms differ in the job boards they post to and in the work they leave to the interviewing manager. The list is not a ranking.
Odoo
Odoo Recruitment, an option when the company already uses or is assessing Odoo for HR management.
Odoo Recruitment enters the comparison when employee records or the website already run on Odoo. It is measured on the same job boards and stages as the other options.
Other platforms
- Workday Recruiting
- SAP SuccessFactors Recruiting
- Greenhouse
- Lever
- Teamtailor
- Computrabajo and Bumeran (job boards)
Trademarks belong to their owners.
Comparison criteria
- Posting to the job boards your candidates use
- Stages configurable per role type, without development
- Interview scorecards the manager fills in from a phone
- Notice, consent and CV deletion under Law 29733
- New hire handed to the employee record without re-keying
- Total cost over three years by vacancies and interviewing users
Limits of an ATS and how they are handled
- An ATS organises the process but does not define the role profile or the criteria. Those come from the workshop with managers.
- Automatic filters can reject good profiles. They are reviewed with a sample of rejected applicants.
- Posting to job boards depends on the integration each board offers.
- Diego does not implement the chosen ATS. The vendor does, with requirements and tests that Diego reviews.
Services for an ATS
Assessment and review
- Online assessment of hiring
- 30-minute review with a recent vacancy
- Free of charge
You answer it
Stages and criteria workshop
- Stages and approvals per role type
- Interview guide and criteria
- Prioritised ATS requirements
The HR head approves it
ATS selection
- Two to four ATS platforms compared
- Demo on a real vacancy
- Total cost over three years
You decide with a written matrix
Integration with employee records
- Requirements for the vendor
- New hire handed to the record or the ERP
- Testing before posting vacancies
You approve it after testing
Diego analyses hiring, helps you choose the ATS and coordinates the link to your employee records or ERP with the vendor. He does not implement recruitment platforms himself.
Systems that connect to an ATS
Human capital management
The hire moves to the employee record with their data and documents.
See the systemLearning management system
Onboarding assigns the role's induction courses.
See the systemWebsite and content management system
Your website's careers page shows open vacancies.
See the systemArtificial intelligence and agents
An agent answers applicants' common questions and books interviews, with human review.
See the systemAssessment in 10 minutes: ATS
This analysis reviews your recruiting and selection process, from the staffing request to starting in the post or at the client. The questions describe observable practices in job openings, interviews, onboarding documents and CV handling.
Scored dimensions
- Requisition and selection stages. Looks at whether each vacancy starts from an approved requisition, with profile, client or area, and stages with an owner.
- Candidate criteria and evaluation. Looks at whether interviewers and managers assess with the same criteria per role and record their rating in the tool.
- Applicant pool and channels. Looks at whether CVs from job boards, the website and referrals enter a single pool, without duplicates, with visible stage and a reply to the applicant.
- Hiring handoff and employee file. Looks at whether the selected candidate's data and documents pass to the employee file and payroll without rekeying, with complete onboarding paperwork.
- Time to fill and early turnover. Looks at whether time to fill each vacancy is measured, whether backup candidates exist and whether exits in the first months are analyzed.
- Personal data and confidentiality. Looks at whether the applicant pool complies with Peru's Personal Data Protection Law and whether CVs, evaluations and salary expectations are seen only by those who should.
What you receive
When you finish, you receive your level in six recruiting dimensions and the gaps ranked by weight. Each gap proposes a first action your people team can verify.
19 scored questions and 14 context questions (type of operation, size, current system). Context questions are not scored: they let us read the result against similar operations.
Frequently asked questions: ATS
Diego does not implement recruitment platforms himself. He analyses the process, helps you choose and coordinates configuration and integration with your records and payroll with the vendor.
With few vacancies, the result may recommend defined stages and a tidy database before paying for a platform.
Automatic filters save time but can reject good profiles. They are set with role criteria and reviewed with a sample of rejected applicants.
Selection includes the data-use notice, consent and retention period required by Law 29733.
Two to four options are compared against your requirements, with a demo using your data and the total cost over three years. You decide with a written matrix.
Measure your hiring process in 10 minutes
Ten minutes to find out which hiring stage costs you the most time. Diego Muñoz reviews the result with you, in Lima business hours.
WhatsApp +51 919 488 260 · damunoz@dmunozgroup.com