ATS Systems for Recruiting: A Comprehensive Guide

Any organization looking to streamline their recruiting process would agree that implementing an applicant tracking system (ATS) can provide huge benefits.

In this comprehensive guide, you'll discover everything you need to know about ATS systems for recruiting - from their key features to expert reviews of the top platforms.

You'll learn what an ATS is, the specific functionality they offer at each stage of talent acquisition, and how implementing one can enhance candidate experience while reducing manual work for recruiters. We compare the leading ATS solutions based on costs, capabilities, and integration options to help you select the right system for your hiring needs.

Introduction to ATS in Recruitment

An applicant tracking system (ATS) is software designed to help organizations manage their recruiting and hiring processes. ATS systems provide a centralized platform to post jobs, source candidates, track applications, screen resumes, conduct interviews, and make offers.

Understanding the Role of ATS in Talent Acquisition

ATS systems play a pivotal role in modern recruiting by:

Automating manual tasks like screening resumes, scheduling interviews, sending rejections, etc. This saves recruiters significant time.
Providing analytics and reports on hiring metrics like time-to-hire, source of hire, cost per hire, etc. This enables data-driven recruitment strategies.
Enhancing the candidate experience through mobile-friendly career portals and two-way communication tools. This boosts employer brand and candidate engagement.
Integrating with other HR systems like performance management and onboarding. This connects recruiting to the broader talent management lifecycle.

Overall, ATS systems are essential for organizations looking to scale hiring in an efficient, candidate-centric manner while leveraging data insights.

The Evolution of Recruitment Software

Recruitment software has evolved significantly from the early days:

1990s: Basic applicant tracking emerged to transition paper-based hiring to digital systems. Helped organize applicant info and documents.
2000s: Added more workflow automation e.g. resume parsing, customizable career sites, basic analytics.
2010s: Integration with social media and introduction of talent intelligence emerged. Provided holistic view of candidates.
2020s: Sophisticated AI for tasks like screening, text analysis, chatbots, and predictive analytics. Focus on candidate experience.

Modern ATS systems now serve as robust talent acquisition hubs powering everything from sourcing to onboarding. The systems continue to leverage emerging technology to drive recruiting innovation.

What is an ATS system in recruitment?

An applicant tracking system (ATS) is software designed to help recruiters and hiring managers organize, track, and communicate with job candidates throughout the hiring process. ATS systems provide several key benefits:

Streamline Recruiting Workflow

ATS systems help automate manual tasks like:

Posting jobs to multiple sites
Screening resumes
Scheduling interviews
Sending rejection/offer emails

This saves recruiters time so they can focus on building relationships with quality candidates.

Improve Candidate Experience

Features like application status tracking and text/email updates create a smooth, transparent process for applicants.

Centralize Candidate Information

Store all candidate documents and communications in one place.
Build a searchable database of prospects for future openings.

Provide Reporting and Analytics

Track application volume, source of hire, time-to-fill and other metrics.
Identify areas to improve recruiting efforts.

Leading ATS systems like Greenhouse, Workable, and JazzHR provide user-friendly interfaces to manage high-volume hiring. With automated tools and centralized data, ATS software is essential for modern, efficient recruiting.

What is the best ATS system?

Applicant tracking systems (ATS) have become invaluable tools for streamlining the recruiting process. With so many options on the market, it can be challenging to determine which ATS is the "best" for your needs. Here is a look at some of the top ATS systems to consider in 2024:

Freshteam by Freshworks

Freshteam is an applicant tracking system known for its intuitive, user-friendly interface. Key benefits include:

Customizable, automated workflows to simplify recruiting
Mobile app for managing hiring on-the-go
Robust reporting and analytics around hiring metrics
Integration with leading HRIS platforms like BambooHR and Gusto

With advanced features like AI-powered candidate matching and an affordable pricing structure, Freshteam is a great choice for growing companies looking to scale their recruiting efforts.

JazzHR

JazzHR balances power and simplicity by packing robust features into an easy-to-use platform. As one of the top-rated ATS tools for startups and small businesses, JazzHR offers:

Streamlined and customizable hiring workflows
Intuitive drag-and-drop interface
Integration with job boards like Indeed and Glassdoor to expand reach
Predictive analytics to identify high quality candidates

JazzHR makes it easy for teams to post jobs, source candidates, track applicants, and hire at scale.

BreezyHR

BreezyHR's applicant tracking system stands out for its free plan targeting early-stage and budget-conscious teams. With the free ATS, users get access to:

Unlimited job openings and applicants
Custom application forms and structured interviews
Reporting on pipeline status and source of hire

While feature-rich paid plans are available, BreezyHR's free offering removes barriers for startups and small companies just getting started with an ATS.

Rippling

For fast-scaling companies, Rippling combines full-service applicant tracking with integrated payroll, benefits, IT management, and more - all on one platform. Rippling delivers:

Unified platform to handle everything from recruiting to employee offboarding
Custom workflows with automation for time-savings
Robust analytics into hiring funnel performance
Compliance features and structured onboarding

While pricier than standalone systems, Rippling's all-in-one solution can power a company's entire HR stack.

The best ATS ultimately depends on an organization's size, budget, and needs. But whether optimizing early recruiting or centralizing HR infrastructure, today's top applicant tracking systems make it easier than ever to find and engage talent.

Do companies still use ATS systems?

Applicant tracking systems (ATS) remain a vital part of the hiring process for most companies. According to recent statistics:

Over 98.8% of Fortune 500 companies use an ATS. These large enterprises rely on ATS software to handle high candidate volumes and streamline recruiting workflows.
Around 66% of mid-sized companies have implemented an ATS. As companies grow beyond a few hundred employees, manually tracking applicants becomes unfeasible. ATS systems automate this process.
Even 35% of small companies utilize an ATS. Although they receive fewer applications, small businesses can still benefit from the organizational and analytics capabilities of an ATS.

As artificial intelligence and machine learning continue advancing, ATS systems are likely to become even more capable and widespread. Key improvements on the horizon include:

More accurate candidate matching: ATS algorithms will continue getting better at automatically identifying and ranking qualified applicants that align with open positions. This saves recruiters time during screening.
Enhanced candidate experience: With virtual assistants, chatbots, and other AI-powered communication tools, ATS platforms create smoother applicant interactions during each hiring stage.
Expanded integration potential: API and app ecosystems allow ATS software to connect with more third-party systems used for background checks, skills testing, video interviewing, and other HR workflows.

Given these innovations and the continued need for efficient applicant tracking, ATS solutions will remain essential technology for recruiters and talent acquisition teams of all sizes in the foreseeable future. Rather than disappearing, they are only becoming more capable and prevalent.

Dec 5, 2023

What is the difference between ATS and recruitment software?

An applicant tracking system (ATS) is software designed specifically to help organizations manage their recruiting and hiring process. An ATS provides tools to post jobs, source candidates, track applications, conduct interviews, and make hiring decisions.

In contrast, recruitment software is a broader category that includes any technology designed to support talent acquisition. This encompasses software like:

Applicant tracking systems (ATS) - to manage candidates and hiring
Candidate relationship management (CRM) systems - to build talent pools and nurture relationships
Video interviewing tools
Assessment platforms
Recruitment marketing tools

So while an ATS focuses narrowly on application tracking and process workflow, recruitment software includes a wider range of solutions for attracting, engaging, assessing, and hiring talent.

Some key differences:

Purpose: ATS to track applicants; Recruitment software to support entire talent acquisition process
Features: ATS has compliance and workflow focus; Recruitment software offers broader toolset
Audience: ATS used by recruiters and hiring managers; Recruitment software can extend to HR, marketing, executives
Data: ATS tracks applicants; Recruitment software may include talent pool nurturing

In summary, an ATS is focused squarely on improving efficiency of hiring operations. Recruitment software has a wider scope across various steps of sourcing and recruiting. Many solutions today provide both ATS functionality alongside extended modules like CRM for a comprehensive approach.

Exploring ATS Systems for Recruiting

ATS (applicant tracking system) software is revolutionizing the recruiting process by automating and streamlining key hiring tasks. As the war for talent rages on, ATS systems level the playing field for companies of all sizes to source, track, and hire top candidates more efficiently.

Job Posting and Candidate Sourcing

ATS tools like Greenhouse and JazzHR make it simple to create and distribute online job posts across multiple platforms simultaneously. Features like customizable career sites, SEO optimization, and integration with job boards expand your reach to attract relevant candidates.

Sourcing tools provide intelligent recommendations of potential hires from your existing database or external sources. This allows recruiters to proactively identify and engage with passive candidates that may not actively be searching. With automation, tasks like screening resumes and coordinating interviews for qualified applicants can be handled faster.

Applicant Tracking and Candidate Relationship Management

Core ATS functionality involves maintaining a centralized database of candidate profiles and application data to track throughout the hiring funnel. Recruiters can easily search, filter, and segment applicants based on custom criteria.

Built-in CRM features facilitate ongoing communication with candidates via email, SMS and social media. Relationship-building during off cycles pays off in quality hires and faster fill rates when openings arise.

Interview Coordination and Candidate Evaluation

Streamlining interview scheduling with calendar integrations and automated reminders minimizes back-and-forth emails for recruiters. Some ATS platforms even use AI to recommend interviewers based on role, availability and prior candidate assessments.

Customizable scorecards make it easy to capture structured interview feedback. Recruiters gain valuable data points to benchmark candidates across locations and business units for consistent evaluations.

Onboarding and Human Capital Management Integration

Leading ATS systems integrate directly with HCM platforms like BambooHR and Rippling to share hiring data. This enables a seamless transition by auto-populating new hire paperwork and forms to avoid redundant data entry.

Cross-functional visibility between HR, recruiting and other departments ensures alignment on budgets, headcount planning and resource allocation. With a unified platform, managers gain full visibility into their team's composition and growth opportunities.

The Benefits of Using ATS for Improved Candidate Experience

ATS systems can significantly enhance the candidate experience throughout the recruitment process. Here are some of the key ways they contribute to a positive applicant journey:

Enhancing Communication and Engagement

ATS tools like Greenhouse and JazzHR allow recruiters to:

Send personalized emails and SMS updates to candidates automatically at different application stages. This keeps candidates informed and engaged.
Track candidate communications history to enable consistent and relevant messaging.
Set up automatic reminders for scheduled interviews and assessments, reducing no-shows.

Streamlining the Application Process

Features like online applications and mobile compatibility make applying for jobs easier through:

Intuitive application forms that auto-save progress. This reduces application abandonment rates.
Integration with existing profiles on sites like LinkedIn and Indeed, eliminating duplicate data entry.
Mobile apply so candidates can apply anytime, anywhere in just a few taps.

Facilitating Transparent Hiring Stages

ATS systems empower candidates by:

Providing real-time application status updates, so candidates know where they stand.
Enabling self-service portals for accessing feedback, rescheduling interviews, etc.
Offering two-way rating systems for candidates to review their experience after interviews.

In summary, ATS software enhances communication, simplifies applying, and brings more transparency to hiring - all contributing to a positive candidate experience.

Comparative Analysis of Best ATS Systems for Recruiting

Reviewing Top-Rated ATS Solutions

ATS systems for recruiting aim to streamline the hiring process by automating tasks like posting job openings, sourcing candidates, tracking applications, scheduling interviews, and more. When reviewing popular ATS platforms, key factors to consider include:

User experience: An intuitive, easy-to-use interface can improve recruiter productivity. Solutions like Greenhouse, Workable, and JazzHR score well here.
Customization: The ability to configure workflows, fields, reports etc. to match your processes. BambooHR and Zoho Recruit offer high customizability.
Candidate management: Features like search, tagging, notes, and automation to organize applicants. BreezyHR's candidate relationship management stands out.
Integration capabilities: Connecting seamlessly with your HRIS, background check services, assessment tools etc. Rippling provides robust integrations.
Analytics and reporting: Insights into hiring metrics like time-to-fill, source of hire, and pipeline status. Freshteam has powerful analytics.

The "best" ATS depends on your organization's specific needs and priorities. Consulting ats systems for recruiting reviews on sites like Capterra, G2, and Software Advice can provide additional user perspectives.

ATS Systems Feature Comparison

Feature	Greenhouse	Workable	JazzHR
Requisition Management	✅	✅	✅
Candidate Sourcing	✅	✅	✅
Application Tracking	✅	✅	✅
Interview Scheduling	✅	✅	✅
Offer Management	✅	✅	✅
Custom Reporting	✅	✅	Limited
Mobile Compatibility	✅	✅	✅
Configurable Workflow	✅	✅	Limited
API/Integrations	Robust	Good	Basic

This comparison table highlights differences in key areas. For example, Greenhouse and Workable enable greater workflow customization than JazzHR, while Greenhouse offers more advanced APIs and out-of-the-box integrations. Understanding these capabilities can inform your ATS selection based on your needs.

Cost-Benefit Analysis for Small and Large Enterprises

An applicant tracking system requires both financial investment and dedicated staff time for implementation. The return on that investment depends on your hiring volume and where automation can drive the most efficiency gains.

For small businesses, lower-cost solutions like BambooHR ($4-$9 per employee/month) or Zoho Recruit ($15-$45 per user/month) often provide adequate capabilities without overburdening limited resources.

Within enterprise organizations, options like Greenhouse ($6K-$15K+/month) and Workable ($1K-$5K+/month) enable managing high-volume hiring at scale. The higher cost pays dividends through recruiter time savings and faster talent acquisition.

Conducting an in-depth cost-benefit analysis accounting for both hard and soft ROI is prudent for determining the best ATS investment.

List of ATS Systems: A Comprehensive Overview

Beyond the most widely used ATS platforms, there is an emerging group of solutions aiming to differentiate through specialization and innovation:

Recruit CRM - Focused purely on candidate relationship management and nurture.
Rippling - Integrates ATS with other HR apps like payroll and benefits.
Bullhorn - Popular staffing and RPO ATS with temp/contractor management.
Hiretual - Uses AI tools for sourcing and screening candidates.

This list provides a sampling of the expanding ats systems for recruiting marketplace. As needs grow more advanced, niche players can provide targeted solutions to complement the platforms anchoring your tech stack.

Evaluating both core suite vendors and specialized solutions across the four comparison dimensions in this guide can lead to an optimal ATS investment for your organization's talent acquisition goals.

Implementing ATS Systems: Best Practices and Strategies

Implementing a new applicant tracking system (ATS) can be a major undertaking, but following best practices around planning, training, integration, and optimization can set your organization up for success.

Developing a Rollout Plan for Your ATS

Assemble a project team with stakeholders from HR, IT, hiring managers, and other groups to guide the process.
Set clear objectives and metrics for what you want to achieve with the new ATS. Common goals include improving time-to-hire, candidate experience, recruiter efficiency, and reporting.
Create a detailed project plan and timeline for rollout, factoring in system configuration, data migration, integrations, testing, training, and go-live.
Plan for any necessary changes to existing processes, job descriptions, workflows, and technologies to align with the new ATS.

Training and User Adoption

Provide comprehensive training for all user groups on using the new ATS before go-live. Training should be role-based and hands-on.
Incentivize and promote usage by highlighting benefits specific to each user group. For recruiters, emphasize time savings and improved candidate experience.
Address any change management concerns proactively through training, FAQs, office hours sessions, and ongoing support.
Track usage data after launch and follow up with additional training for low adoption groups.

Integrating ATS with Existing HR Systems

Determine which HR systems need to integrate with the ATS, such as your HCM, background check vendor, and any niche sourcing tools.
Plan for bi-directional data flows to share candidate, job, employee, and other data between systems.
Leverage APIs or flat file transfers for more seamless and automated integrations between the ATS and HR systems.
Test all integrations thoroughly pre-launch to ensure accurate data flows.

Measuring Success and Optimizing Use

Analyze usage metrics to identify adoption rates and opportunities for improvement across user groups.
Survey users regularly for feedback on their ATS experience and where they need more training or support.
Track productivity metrics pre and post-launch, like time-to-hire, cost-per-hire, and source of hire to quantify ATS impact.
Use built-in ATS analytics or third-party tools to identify bottlenecks in workflows and refine processes.
Schedule regular check-ins post-launch to optimize configurations, workflows, and features based on data and user feedback.

Expert Reviews of Popular ATS Platforms

ATS (Applicant Tracking Systems) play a vital role in streamlining the recruitment process for organizations. As the hiring landscape grows more competitive, choosing the right ATS platform is crucial. This section provides in-depth reviews of some leading options to consider.

BreezyHR Review: Simplifying Recruitment

With its intuitive drag-and-drop interface, BreezyHR makes building customized career sites and application forms easy. Key features include:

Mobile-friendly and customizable career portals
Integrated assessments and screening questions
Automated task reminders and notifications

For small to medium businesses seeking an affordable, user-friendly ATS, BreezyHR is a strong choice. While some advanced recruitment features may be lacking, it excels at providing a simplified applicant tracking experience.

Rippling Review: The All-in-One HR Solution

Rippling consolidates HR, IT, and operations tools onto a single platform. For recruitment, it provides:

Customizable career sites
Automated sourcing and outreach
Suite of other HR tools like payroll, benefits, etc.

The unified system makes Rippling ideal for mid-sized companies looking to manage the complete employee lifecycle. The ATS capabilities may not rival standalone software yet, but the system integration is a key selling point.

BambooHR Review: Integrating ATS and HRIS

BambooHR specializes in human resources information systems but offers growing ATS functionality including:

Easy drag-and-drop form builder
Customizable career portals
Seamless applicant data transfer into employee records

It’s a strong option for organizations focused on integrating their ATS with core HR workflows. However, some advanced recruitment tools may need supplementation.

Assessing the Versatility of Recruit CRM

Recruit CRM is an applicant tracking and recruitment marketing platform. Noteworthy features:

Intuitive pipeline management
Automated nurture campaigns via email/text
Built-in feedback surveys

It brings marketing automation and analytics into recruitment. The focus on communication metrics and candidate relationships makes Recruit CRM suitable for talent acquisition teams aiming to enhance sourcing.

Other ATS Reviews: Greenhouse, Workable, JazzHR, and More

Numerous other acclaimed ATS platforms exist like Greenhouse, Workable, and JazzHR. While covering them fully is beyond this article’s scope, they offer similar combinations of process automation, seamless integration, mobile/social connectivity, and analytics.

With the recruitment technology landscape expanding so vastly, identifying the right ATS system aligned to your organizational needs and budget is key. Hopefully these reviews provide a useful starting point for your search!

Conclusion: Selecting the Ideal ATS for Your Organization

Recap of ATS Systems and Their Impact on Recruitment

ATS (applicant tracking systems) play a pivotal role in streamlining the recruitment process for modern organizations. By centralizing and automating many repetitive hiring tasks, ATS systems help recruiters work more efficiently and effectively. Key benefits of using an ATS include:

Automating resume screening and candidate scoring to surface best-fit applicants
Providing user-friendly interfaces for coordinating interviews and tracking applicants
Generating insightful analytics on hiring funnel performance

With powerful filtering tools, custom workflows, and robust reporting, ATS solutions enable organizations to scale their recruiting efforts, make data-driven decisions, and enhance the candidate experience.

Final Considerations in Choosing an ATS

When selecting an ATS, keep these final evaluation criteria in mind:

Integration capabilities: Ensure the ATS integrates well with your existing HR tech stack like HRIS, background check tools, etc.
Customizability: Pick a platform that allows tailoring to your unique workflows and processes.
Data security: Guarantee the ATS vendor provides adequate data security and access control protections.
Usability: Prioritize an intuitive, easy-to-use interface for recruiters and hiring managers.
Analytics: Choose a system with actionable, visual analytics to glean recruiting insights.
Support and training: Look for exceptional customer service and thorough training resources.

Next Steps: From Selection to Implementation

After picking the right ATS platform for your needs, follow these recommended next steps:

Negotiate pricing: Lock in the best deal through volume discounts or multi-year contracts.
Plan integration projects: Map out any needed IT projects to connect the ATS with existing systems.
Train end users: Schedule comprehensive training sessions for recruiters, hiring managers, etc.
Migrate existing data: Work with the vendor to migrate current resume databases, job requisitions, etc.
Go live: Flip the switch and monitor closely for initial user feedback and platform performance.

With careful planning and change management, implementing a new ATS can revolutionize talent acquisition results.