In the past few years, HR technology has had to develop at a rapid pace to keep up with an increasingly digital and dynamic workforce.
As healthcare HR leaders move towards digital transformation, the solution options they have are becoming even more centralized to meet new demands for seamless task automation and better user experiences. Mainstay recruiting technologies like applicant tracking systems (ATS) and human resource information systems (HRIS) have evolved into end-to-end solutions.
What Is the Difference Between ATS and HRIS?
Applicant tracking systems (ATS) and human resource management systems (HRIS) support HR departments at different stages of the employee lifecycle.
An ATS tracks, sorts, and organizes data within applications to pre-qualify and isolate ideal candidates. It may also help organizations manage other parts of the hiring process, such as recruitment marketing, job posting, interview scheduling, and job offer management.
Also known as a human resources management system (HRMS), the HRIS essentially picks up where an ATS leaves off: at the moment of hire. This system focuses exclusively on employee management and operations, handling everything from documentation to payroll, benefits, and reporting.
Each system fulfills vital HR functions that automate repetitive tasks and store sensitive information. This makes it difficult for organizations to operate successfully without some version of both. But using different solutions to handle related HR tasks can come with its own complications. Enter human capital management (HCM) software. HCM combines the features of both ATS and HRIS systems, striving to bring both ends together in a single, streamlined solution.
As virtual hiring becomes more prevalent, end-to-end solutions that can hire, manage, and engage staff on one platform give employers a competitive advantage.
License Verification and Credentialing in Healthcare
One prerequisite for all healthcare HR teams is the ability to verify and manage employee credentials throughout the hiring process.
License verification helps screen candidates, confirming that they have active licenses, can legally work in the desired geographic area or field, and are qualified for the position. Without a proper system in place, it’s much harder to conduct a proper background check prior to hire.
Once a new hire has been onboarded, the new HR priority becomes credentialing. Credentialing involves storing and monitoring employee licenses and certifications securely. This ongoing process may also include tracking employee documentation, identifying missing or expired information, and facilitating license renewals to maintain compliance.
Unfortunately, many recruitment and employee management systems still aren’t designed to accommodate healthcare-specific hiring needs.
An ATS may be able to integrate with your background check vendor, for example, but often won’t have the same option for professional license checks. HRISs can be supplemented with healthcare staffing software but rarely offer direct, in-platform credentialing services.
Even HCMs may not include either feature simply because they’re created to fill glaring recruiting and employee management gaps rather than offer unique industry features.
Healthcare organizations undergoing digital transformation need to look to HR technologies that meet industry standards while providing a seamless, effective solution.
Where Does Apploi Fit?
At Apploi, we’re committed to simplifying hiring, onboarding, and employee management for healthcare HR professionals. From recruitment marketing to secure documentation storage, we offer a robust, customizable platform that helps you manage the employee lifecycle.
Built with healthcare in mind, our platform takes HCM a step further, enabling organizations to verify employee licenses on an ongoing basis and manage credentialing from a single platform.
Interested in learning more about bringing your HR process online? Contact us today for a free demo of our end-to-end solution.