Applicant Tracking System

The Vendor is required to provide applicant tracking system (ATS) solution should provide a secure, configurable, and scalable platform that supports the complete recruitment lifecycle, including applicant tracking, position and requisition management, recruitment workflows, interview management, reporting, integrations, and ongoing system administration across participating districts.
- Core functionality
1. Applicant (end-user) experience
• Describe how applicants can apply to positions across multiple districts.
• The mobile applicant experience.
• Document management capabilities, including uploads and document selection by posting.
• Applicants can upload and maintain multiple resumes, cover letters, certifications, and other application documents.
• Applicants can label, organize, and select specific documents for submission based on the position, posting, or district to which they are applying.
• Describe the system’s ability to auto-populate application fields from uploaded resumes or external profile sources (e.g., LinkedIn).
• Applicants can track the status of their application(s).
• Applicants can edit or update submitted applications.
• Applicants can withdraw from the application and hiring process.
• Applicants can apply to a specific posting only, or to all postings within a category (e.g., high school teachers, special education, coaching).
• The system’s support for assistive technologies (e.g., screen readers, text-to-speech, speech-to-text, voice input, etc.).
2. Interview management
• Describe scheduling capabilities for in-person and virtual interviews.
• One-way and video interview capabilities, including applicant recorded interviews submitted independently (e.g., spark hire).
3. HR and recruitment management
• Describe applicant screening and status tracking.
• The system’s internal and external job posting capabilities.
• Distribution of job postings to job boards and career sites.
• The ability to create a single job posting for multiple vacancies while maintaining each vacancy as a separate requisition for approval, budgeting, reporting, and hiring.
• Selected applicant may be transferred to an unposted or separate requisition, or whether the applicant must apply directly to each individual requisition.
• The system’s customized dashboards.
- Position, requisition, and approval workflows
• If your solution includes a dedicated position control module, please describe its functionality.
• The following workflows:
• New position - resulting in a job posting.
• Change in payroll account numbers - resulting in a notification sent to our payroll team to update accounts.
• Filling a vacancy - resulting in a job posting.
• Increase or decrease the percentage of a current position (resulting in notifications).
• Elimination of a position - resulting in notifying HR and creating tickets in our ticketing system.
• Support for part-time and retiree positions.
• Employee transfer workflows.
- Hiring manager and hiring workflow
• Describe hiring manager functionality.
• Post-interview processes and workflows.
• The recommendation-to-hire workflow (internal).
• Extending job offers, including contracts and salary.
• The process for transferring new hire information to an HR/payroll system (PowerSchool business plus or comparable HRIS/payroll system).