Mastering Global ATS Reconfigurations: Strategies for Success Across 30+ Countries
- May 21
- 2 min read
Greetings from a sunnier California, where I've been leading a major global ATS project for the last 6 months with Avature!
Ever feel like you’ve wandered into a Black Mirror episode - say, “The ATS That Ate the World” - as you try to stitch together hiring workflows across 30 countries? Welcome to global ATS reconfigurations!
But don’t worry - no rogue algorithms (yet), just bottomless coffee, a sprinkle of chaos, and a solid playbook to keep your project delightfully glitch-free. 🚀
Here’s how to turn your ATS project from a dystopian nightmare into a smooth, well-oiled hiring machine:
1. Establish Clear Governance & Collaboration
Central Steering Team: Set up a team, ideally in one time zone, to create global principles and timelines.
Regional Champions: Involve key regional stakeholders who can manage local compliance (GDPR, pay transparency, background checks) while ensuring the broader vision stays intact.
Frequent Governance Calls: Schedule early morning/late-night meetings to keep everyone aligned.
Shared Decision Log: Use a shared log to track decisions and prevent scope creep from "just one more tweak."
2. Create Config-by-Design “Blocks”
Standardized Pipelines: Build workflows (sourcing → screening → interviewing → offer) that can be replicated across regions.
Dynamic Forms: Allow flexibility through dynamic forms to meet local needs.
Parameterize Key Fields: Instead of cloning workflows endlessly, parameterize key elements like labels, approvers, and compliance gates so each region can adapt without fragmenting the instance.
3. Engage Hiring Managers
Co-Design Sessions: Host sessions where hiring managers see their feedback in real time, helping to turn skeptics into champions.
Super-User Network: Create a small group of super-users who can field questions, share quick-start guides, and spotlight wins in global calls.
User-Friendly Hiring Manager Portal: Make sure the portal is easy to use, as it’s essential for this key group.
4. Simplify User Experience (UX)
Role-Based Dashboards: Consolidate everything—candidate search, interview scheduling, offer approvals—into one view for easy access.
AI Assistants: Implement AI to help with outreach messaging and policy reminders. Pilot this with a small group first to gather feedback.
Self-Service Tools: Empower users to manage their own needs, which reduces reliance on support teams.
5. Stay Ahead of Emerging ATS Trends
AI-First Workflows: Use AI for smarter candidate matching and bias detection.
Native Video Interviewing: Integrate video interviews directly into the hiring process.
Low-Code Customization: Enable HR teams to tweak forms without needing IT.
ATS-CRM Convergence: Allow proactive pipelining and automated nurture campaigns to stay ahead of candidate engagement.
By combining structured governance, modular design, hiring manager advocacy, and a splash of AI-powered simplicity, you’ll transform your Avature - or any ATS - project from daunting to doable. Think of it like a recipe - just the right amount of governance, a pinch of UX magic, and a dash of AI makes for a successful dish. 🍽️
If you're planning a reconfiguration, let’s connect on Slack.
Check out our toolkit in the TAIH on optimizing your ATS!
We can swap templates, share war stories, and cook up a toolkit that works for everyone. 🐝
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