Beyond Onboarding: Unlock the full potential of your ATS + HRIS integration.

Written By Eric Guidice
 

Table of Contents

    HRIS & ATS integrations need an upgrade

    After 20 years in TA— The only real connection between the ATS and HRIS was a one way connection from ATS to HRIS to start a candidate’s onboarding process. The old-style one way data sync is now a thing of the past, as new integration solutions allow for a more controlled & secure 2 way connection between systems.

    If you’re reading this blog you’re already in the know—but before just in case, let’s start level the playing field with some definitions.

    • What is an integration between the HRIS & ATS?

      Any data connection between the HRIS and ATS that allows information to flow between individual systems

    • What’s the difference between a one way or two way integration between the ATS and HRIS?

      • One way connections establish one system as a data source, and the other as a data receiver, only allowing data to be sent from one system to the other. Any update in the receiver system is not updated in the source system

      • Two way connections allow information to flow freely between both systems

    Gaps in today’s HRIS and ATS itegrations

    Today’s integrations have a few common drawbacks, all stemming from the same complaint : The data is incomplete and in some cases, inaccurate. Here’s why:

    • Permissions & Sensitive Data | Both systems store critical or sensitive information

    • Field Mapping: HRIS platforms only handle core employee records and ATS tools are built for candidate tracking. Different fields are required to communicate requisition needs with hiring managers, but there’s no place to map these fields in an connection.

    • One-way sync limitation: ATS pushes to HRIS, but not the other way around. Even when you buy one platform that has both ATS + HRIS, the workflows that require the HRIS data are still in spreadsheets

    • Manual reconciliation between HRIS, ATS, and Finance causes delays and mistakes.

    Low fidelity connections between the HRIS and ATS require spreadsheets

    • Data silos: In order to collaborate with each other, Recruiters, HR, and Finance are required to pull data from their systems into a spreadsheet to communicate

    • Inconsistent records: Start dates, salaries, and job levels often differ across systems. A start or salary in the ATS might change in the HRIS.

    • Slow approvals: Hiring requests get stuck in email or spreadsheets.

    • Missed insights: No single place to see the financial impact of hiring decisions.

    Headcount365 replaces one way HRIS and ATS integrations

    Headcount365 is the orchestration layer between these systems so that both teams work form the same unified dataset, and all business users reference the same set of financial, HR and Recruiting Data.

    1. Two way ATS + HRIS integration for employee and candidate data

    headcount365’s matching algorithm automatically reconciles hired candidates from the ATS against the data in the HRIS. Any discrepancy is flagged in real time, so teams can take action and drive accountability for the change.

    2. Unified position management & control for any ATS or HRIS

    headcount365’s unified ID system automatically tracks all position counts, budgets & movement across all systems, eliminating position drift, bloat, or confusion.

    1. A backfill’s budget that’s used elsewhere does not create another position.

    2. And offer accept where the candidate does not actually start does not create another position

    3. Workforce planning data that can only be created with a unified ATS and HRIS dataset

    Tracking the relationship between existing employees, new employees and all of the movement& changes no longer is siloed teams working in their individual datasets.HR & finance teams have access to the headcount plan stored YoY reporting so Workforce planning teams see larger trends.

    • When all systems data is in the same place, machine learning can use it to create predictions about future activity

    • Instead of trying to port & unify data into a generic data tool, headcount365 is built specifically to look at headcount behaviors for insights that help teams more efficienctly workforce plan

    Headcount365 makes HRIS and ATS itegration easy

    We’re built for any tech stack, no matter which system you use. Integrations take less than an hour to configure, and data is unified across your entire HR-tech stack. We’re giving companies the choice of systems rather than being forced to adopt a big ERP with in the hopes of systems communicating.

    Eric Guidice
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    The Role of Headcount Data in Strategic Financial Planning