The Recruiters Guide to ATS Data Migrations

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Data Migrations Don’t have to be Painful

Data Migrations Don’t Have to Cause Disruption

Data migrations are often viewed by business professionals as a major obstacle that is simply too difficult and too costly to take on. One of the most common reasons people give for not wanting to move Applicant Tracking Solution (ATS) providers is the fear of a difficult data migration. It’s unfortunate, but recruiters are often willing to suffer and pay for antiquated products that they know aren’t helping them do their job and be successful. Instead, the inferior solutions are viewed as “good enough for now”’ given the perceived risk of a move.

Vendors should strive to take the fear and risk out of a data migration, so busy recruiter teams are free to evaluate the merits of a system move on benefits and not just risk.

The decision to upgrade your ATS should be based on the functionality, productivity gains, and the long-term value they will provide. This guide will provide you all the information needed to successfully assess and predict how a data migration is likely to go once an ATS solution is chosen.

Migrations Done Better

To be frank, the actual migration of data isn’t really that hard. Yet it’s incredibly common to hear time and time again, “So and so completely screwed up my last migration” or “A friend of mine did a migration and it was a total mess.” Why is this? In our experience, it is rarely a pure technical problem, but instead comes down to the parties involved. Data migrations are simply more successful when both the customer and the vendor are flexible, reasonable and strive for a shared goal.

For the vendor, having the technical chops is a must, but they need to pair that with a flexible and consultative approach to the migration. They must be reasonable, transparent and mentoring in their approach. The best vendors will have a genuine invested interest in the shared goal of a successful migration, with an eye on the long term customer relationship.

Extract, Transform and Load (ETL)

For the customer, there is a need to be flexible as well. Every system is different and allowing your data and processes to transform and adapt is crucial. They must respectfully understand that migrations are not free, they take time to do right and there are real costs associated with that time. When it comes to migrating systems, almost anything is possible, but the costs can quickly rise and the additional benefits can fall just as quickly.

Extract, Transform, and Load (ETL)

The process of moving data from one system to another is as old as computers themselves. There is a well-established pattern for doing so, known as ETL. Extract (getting the data out of your old system), transform (converting / mapping it to the new system) and load (getting it into the new system). While the process may seem like a challenge, experienced IT consultants do successful migrations every day. Once the migration is complete recruiting professionals can get back to the business of aligning the right talent, with the right opportunity, at the right time.

This is just a snippet of Crelate’s eBook Guide for dealing with Data Migrations. To download the full Guide click Here.


Source: The Recruiters Guide to ATS Data Migrations – Crelate

Filed under: HR Tech, Recruitment Tagged: Applicant Tracking System, ATS, Crelate, Customer Experience, Data, HR Tech, Jason S. Capps, Recruiters, Recruitment, Tech, Vendors

<a href="https://blog.hrtechweekly.com/2017/07/25/the-recruiters-guide-to-ats-data-migrations/">Read Complete Article</a>

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