Don’t settle for inadequate recruitment practices

Most organisations have some form of recruitment system in place to support their Talent Acquisition efforts. Maybe it has been inherited, but it hasn’t kept up with the growth of your organisation. Or maybe it’s a system that just tracks candidates rather than offering complete end-to-end recruitment management, ensuring the best experience for all stakeholders.

Gaining a competitive edge through an Applicant Tracking System (ATS) is a strategic move that many SMEs should prioritise. Failing to modernise recruitment practices can negatively impact both your brand and bottom line, making it harder to attract and retain top talent. An ATS not only enhances efficiency but also helps create a positive candidate experience, ensuring a smoother and more engaging recruitment process. This, in turn, strengthens your position as an employer of choice.

Is your recruitment system letting you down?

Here’s a quick self-assessment checklist to help you better understand whether your organisation is being held back by your current ATS:

• Process Limitations - Your system no longer supports your current recruitment processes, forcing workarounds that waste time and create errors.
• Email Dependency - You’re still emailing CVs between team members because your system doesn’t facilitate proper collaboration.
• Customisation Costs - Your vendor charges for process changes, making adaptation expensive and slow.
• Spreadsheet Reliance - Critical recruitment data lives in spreadsheets because your system can’t provide the insights you need.
• Manual Interventions - Basic tasks, such as job board posting and interview scheduling, require manual effort that can be automated.
• Hiring Manager Avoidance - Your hiring managers bypass the system because it’s too complex or doesn’t meet their needs.
• Poor Candidate Experience - Your application process drives candidates away rather than attracting them to your organisation.
• Disconnected Onboarding - New starter processes happen outside your recruitment system, creating inefficiency and poor experiences.
• Misaligned Roadmap - Your vendor’s development plans don’t match your growth aspirations or business strategy.
• Productivity Hindrance - The system slows your team down rather than speeding them up, reducing overall recruitment effectiveness.
• Integration Gaps - Critical data flows require manual intervention because your system can’t connect to other business applications, like HCM & Payroll.
• Support Failures - Vendor support is unresponsive, unhelpful, or simply unavailable when you need it most.

When you calculate the time spent managing these limitations, the financial impact becomes clear. The organisations that delay the ATS transformation face compounding disadvantages.

Below are some of the highlights that 1:1 Diet by Cambridge Weight Plan was able to achieve since implementing Eploy’s Applicant Tracking System:   

• Approx. £¼ million fees were spent on agencies before implementing Eploy and putting in place a robust candidate-centric process. The changes are now delivering gross savings of £168k and net savings of £75k.
• Higher conversion rate from Hiring Manager collaboration.
• 96% direct recruitment.
• 360+ hours saved annually.
• Refined employer brand.

“Reflecting on our journey to improve the hiring experience and journey for both candidates and across our business, we’re proud to have delivered a robust and scalable direct hire model, with candidate experience at the heart of how we operate. Supported by Eploy’s recruitment automation, we’ve streamlined decision-making and boosted process efficiency. These improvements have not only elevated the quality of hire but also embedded best practice recruitment standards across the organisation, raising capability and confidence at every level.‘’

Read our recent case study to learn about the positive impact 1:1 Diet by Cambridge Weight Plan had on improving Talent Acquisition through recruitment technology.