Even under the best of circumstances, recruiting and hiring is not easy. This is especially the case when you want to hire the best job candidates in the employment marketplace. (You do want to hire the best, don’t you . . . don’t you?)
The problem is that in today’s dynamic and competitive job market, organizations face numerous challenges when it comes to sourcing, recruiting, and hiring top talent. To overcome these challenges and stay ahead, they must embrace the right technological tools. Here are several reasons why the current job market demands organizations to have the right technological tools for talent acquisition:
Increased competition for top talent: The current job market is highly competitive, with organizations vying for the same pool of qualified candidates. Having the right technological tools enables organizations to streamline their recruitment processes, identify top talent faster, and engage candidates effectively. It gives organizations a competitive edge in attracting and hiring the best candidates before their competitors do.
Digital transformation and remote work: The job market has witnessed a rapid shift towards digital transformation and remote work, especially in the wake of the COVID-19 pandemic. Organizations need technological tools to adapt to these changes effectively. Tools such as applicant tracking systems (ATS), video interviewing platforms, and virtual onboarding solutions enable organizations to seamlessly manage remote hiring processes and ensure a positive candidate experience.
Efficient sourcing and talent pipeline management: Technology tools play a crucial role in sourcing and managing talent pipelines. AI-powered sourcing platforms, job boards, and social media recruiting tools help organizations reach a broader pool of candidates and identify passive talent. These tools enable recruiters to proactively build talent pipelines, nurture relationships with potential candidates, and have a steady pool of qualified candidates for future hiring needs.
Data-driven decision making: The right technological tools provide organizations with access to vast amounts of data and analytics. This data helps organizations make informed decisions throughout the recruitment process. From sourcing strategies to assessing candidate quality and optimizing hiring workflows, data-driven insights enable organizations to refine their talent acquisition strategies and improve outcomes.
Employer branding and candidate experience: In today’s job market, employer branding and candidate experience are critical factors in attracting top talent. Technological tools, such as applicant tracking systems with branded career portals and automated communication, help organizations showcase their employer brand and create a positive candidate experience. Candidates expect a seamless, personalized, and tech-enabled recruitment process, and organizations that fulfill these expectations stand out in the job market.
Diversity and inclusion: Diversity and inclusion have become essential considerations for organizations. Technological tools can assist in removing biases from the recruitment process and promoting diversity. AI-powered tools can help identify potential biases in job descriptions, anonymize candidate information during the initial screening phase, and track diversity metrics. These tools enable organizations to build diverse and inclusive teams, which is crucial for innovation and success in today’s global market.
Time and cost efficiency: Technology tools streamline and automate time-consuming tasks, reducing the time and cost associated with talent acquisition. The best applicant tracking systems for recruiters, automated resume screening, video interviewing, and collaborative hiring platforms enable organizations to handle high volumes of applicants efficiently. By automating repetitive tasks and optimizing workflows, organizations can save valuable time and allocate resources to more strategic activities.
Scalability and growth: As organizations grow and expand, they need scalable and adaptable technological tools to support their evolving talent acquisition needs. Tools that can handle increasing hiring volumes, integrate with other HR systems, and provide customizable workflows ensure that organizations can efficiently scale their recruitment processes and accommodate changing requirements.
By leveraging technology, organizations can navigate the complexities of the job market, attract top talent, and build high-performing teams that drive success in today’s competitive business landscape. And one of the technological tools that organizations can use to get the job done is an applicant tracking system.
What is an applicant tracking system?
An applicant tracking system (ATS) is a software application that helps organizations streamline and automate their recruitment and hiring processes. It serves as a centralized hub for managing job applications, tracking candidate information, and facilitating the hiring workflow.
An ATS allows employers to create and post job openings, collect and store resumes and application materials, screen and filter candidates based on specific criteria, and schedule interviews. It helps streamline the review and evaluation of applications, reducing manual effort and improving efficiency. The system typically includes features like resume parsing, keyword matching, and automated candidate communication.
With an ATS, recruiters and hiring managers can easily search and sort through applicant data, track the progress of candidates, and collaborate with other team members involved in the hiring process. The system often includes tools for managing interview feedback, generating reports and analytics, and ensuring compliance with hiring regulations.
The best ATS systems are commonly used by organizations of all sizes, from small businesses to large enterprises, across various industries. They help automate administrative tasks, improve candidate management, and enhance the overall hiring experience. ATS platforms can be standalone software or integrated into a broader human resources management system (HRMS) or talent management system (TMS).
Overall, the best applicant tracking systems for recruiters play a vital role in streamlining recruitment efforts, increasing efficiency, and improving the candidate selection process. It enables organizations to effectively manage large volumes of applications, track candidates at different stages of the hiring process, and ultimately make more informed hiring decisions.
Who uses applicant tracking systems?
Applicant tracking systems are used by a wide range of organizations across various industries. These systems are particularly beneficial for companies that receive a high volume of job applications and require efficient methods to manage and streamline their recruitment processes. Here are some examples of entities that commonly use applicant tracking systems:
Large corporations: Large organizations with numerous job openings and a significant influx of applicants often rely on ATS to handle the high volume of resumes, track candidate progress, and facilitate collaboration among hiring teams.
Small and medium-sized enterprises (SMEs): SMEs may use ATS to streamline their recruitment processes and reduce administrative burden. It helps them manage job postings, screen candidates, and maintain a centralized database of applicants.
Recruitment agencies: Recruitment agencies or staffing firms utilize applicant tracking systems to effectively manage multiple client job openings and the associated candidate pipeline. ATS enables them to match candidates with suitable positions more efficiently.
Government organizations: Government agencies often receive a large number of job applications for various positions. Applicant tracking systems help them automate and streamline the hiring process, ensuring compliance with regulations and managing candidate data securely.
Educational institutions: Universities, colleges, and schools utilize ATS to manage faculty and staff hiring processes. The system aids in managing job postings, reviewing applications, and coordinating interviews for academic and non-academic positions.
Nonprofit organizations: Nonprofits may use applicant tracking systems to efficiently manage their hiring needs, particularly if they have limited resources or rely heavily on volunteers. ATS helps them streamline recruitment processes and find qualified individuals to support their missions.
Healthcare and medical facilities: Hospitals, clinics, and other healthcare organizations often handle a substantial number of job applications. An ATS assists them in managing healthcare-specific roles, such as physicians, nurses, and administrative staff.
Technology companies: Given the competitive nature of the tech industry, many technology companies rely on applicant tracking systems to effectively manage applications for technical positions and streamline their recruitment efforts.
While these examples highlight common users of applicant tracking systems, the benefits of an ATS extend to organizations of various sizes and industries that aim to streamline their recruitment processes, enhance candidate management, and improve hiring efficiency.
Search consultants vs. corporate recruiters
For the purposes of this blog post, we’re going to focus on search consultants and corporate recruiters, which are also known as internal recruiters or talent acquisition professionals. While the two groups are similar, there are some important differences between the two, including in regards to how they use applicant tracking systems.
First, though, let’s address the differences between the job descriptions of search consultants and corporate recruiters.
Differences in job description
Search consultants and corporate recruiters are two distinct roles within the realm of talent acquisition. While both are involved in the recruitment process, their responsibilities, objectives, and approaches differ significantly.
Below are four key differences between search consultants and corporate recruiters in terms of their roles, target candidates, sourcing strategies, relationships with clients, and overall recruitment practices:
#1—Roles and objectives
Search consultants, also known as executive recruiters or headhunters, are hired by organizations to identify and attract top-tier talent for senior-level positions. Their primary objective is to provide specialized recruitment services and present qualified candidates to their clients. Search consultants typically work on a retained or contingency basis, and their success is measured by their ability to identify and secure high-caliber candidates for executive roles. They often play a consultative role, advising clients on market trends, compensation packages, and talent acquisition strategies.
Corporate recruiters, on the other hand, are employed by organizations to manage the overall recruitment process and fill open positions across various levels within the company. Their primary objective is to attract, screen, and select candidates who meet the organization’s requirements. Corporate recruiters are responsible for coordinating with hiring managers, developing job descriptions, advertising open positions, conducting interviews, and facilitating the onboarding process. Their success is measured by their ability to efficiently fill positions with qualified candidates while adhering to organizational hiring policies and procedures.
#2—Target candidates
Search consultants typically focus on recruiting candidates for senior-level and executive positions. They specialize in identifying individuals with specialized skills, extensive experience, and leadership qualities that match their clients’ specific needs. They often target passive candidates who are not actively seeking new opportunities but may be open to considering strategic career moves. Search consultants invest considerable time and effort in networking, building relationships, and maintaining an extensive database of potential candidates.
Corporate recruiters, in contrast, are responsible for hiring across various levels and departments within the organization. They target both active and passive job seekers and often focus on filling positions at mid to entry-level roles. Corporate recruiters primarily rely on job boards, career sites, social media platforms, and employee referrals to attract a wide pool of candidates. They aim to find candidates who possess the necessary skills, qualifications, and cultural fit for the organization.
#3—Sourcing strategies
Search consultants employ a proactive approach to talent sourcing. They rely on a combination of methods, including networking, industry events, professional associations, and referrals, to identify potential candidates. They often tap into their extensive networks and utilize their industry expertise to find hidden talent. Search consultants also make use of advanced search techniques within their databases and may leverage external platforms to source candidates who may not be actively seeking new opportunities.
Corporate recruiters typically adopt a more reactive approach to talent sourcing. They rely heavily on job boards, career sites, and targeted advertising to attract applicants. While they may also engage in passive candidate sourcing through platforms like LinkedIn, their primary focus is on managing inbound applications and conducting candidate screenings. Corporate recruiters often manage high volumes of applications and prioritize efficiently processing and screening candidates to identify the best fits.
#4—Relationships with clients
Search consultants maintain close relationships with their clients, as they are hired to provide specialized recruitment services. They work closely with clients to understand their specific needs, organizational culture, and long-term objectives. Search consultants act as trusted advisors, providing market insights, compensation guidance, and talent acquisition strategies. They often collaborate closely with clients throughout the recruitment process, ensuring a high level of communication and transparency.
Corporate recruiters build relationships with hiring managers and other internal stakeholders within the organization. They collaborate closely with hiring managers to define job requirements, provide updates on the recruitment process, and gather feedback on candidates. While they may not have the same level of external client relationships as search consultants, corporate recruiters play a vital role in aligning organizational needs with recruitment efforts.
Search consultants and corporate recruiters play crucial roles in the talent acquisition landscape, albeit with distinct objectives, target candidates, sourcing strategies, and client relationships. Understanding these differences helps organizations choose the right recruitment approach based on their hiring needs, and it also helps them to choose a top applicant tracking system.
Most popular applicant tracking system uses
Applicant tracking systems are widely used by both search consultants and corporate recruiters at small to medium-sized businesses to streamline and enhance their hiring processes. While there are similarities in how they use ATS, there are also notable differences based on their distinct roles and objectives. Below are five differences between how search consultants and corporate recruiters utilize a global applicant tracking system:
#1—Scope and scale
Search consultants primarily focus on sourcing and placing high-level executive positions or specialized roles. They often work on a more selective and targeted basis, focusing on a smaller number of high-value positions for specific clients.
Corporate recruiters within small to medium-sized businesses typically handle a broader range of positions within the organization, including entry-level, mid-level, and sometimes senior-level positions. They work to fill multiple positions simultaneously and often have ongoing hiring needs.
#2—Client relationship management
Search consultants maintain strong relationships with their clients, understanding their unique hiring needs and preferences. They collaborate closely with clients throughout the hiring process, providing personalized services, such as conducting comprehensive candidate searches, performing candidate screenings and evaluations, and presenting qualified candidates to clients.
Corporate recruiters at small to medium-sized businesses usually work within the organization and build relationships with internal stakeholders, such as hiring managers and department heads. They focus on understanding the specific requirements for each position and ensuring a smooth hiring process within the organization.
#3—Candidate sourcing and selection
Search consultants leverage their expertise, industry networks, and databases to proactively identify and engage with potential candidates. They often utilize external job boards, professional networks, and their own candidate database to source qualified candidates. Search consultants invest significant time and effort into candidate evaluation, including interviews, reference checks, and skills assessments, to present the most suitable candidates to their clients.
Corporate recruiters utilize various sourcing channels, such as job boards, social media platforms, employee referrals, and career fairs, to attract a diverse pool of candidates. They primarily focus on managing the influx of applications received through the ATS. Corporate recruiters review applications, screen candidates, and coordinate interviews within the organization, often collaborating with hiring managers.
#4—Branding and talent pipelining
Search consultants are primarily responsible for promoting their own firm’s brand and reputation to attract top-tier candidates. While they may utilize the ATS to manage candidate information, they often maintain their own databases and networks to track potential candidates for future opportunities.
Corporate recruiters, particularly within small to medium-sized businesses, often leverage the ATS to build and manage their talent pipelines. They focus on nurturing relationships with promising candidates, maintaining contact information, and tracking candidate interactions for future hiring needs. They also work to promote the organization’s employer brand through consistent messaging and positive candidate experiences.
#5—Customization and integration
Search consultants typically have more flexibility in customizing their ATS workflows to align with their specific processes and client requirements. They may integrate additional tools or technologies, such as candidate relationship management (CRM) systems or executive search platforms, to enhance their sourcing and candidate management capabilities.
Corporate recruiters within small to medium-sized businesses may have less flexibility in customizing the ATS due to budget constraints or limitations imposed by the ATS provider. However, they still utilize the system’s core functionalities, such as job posting, application tracking, resume parsing, and candidate communication, to manage the hiring process efficiently.
While both search consultants and corporate recruiters at small to medium-sized businesses utilize applicant tracking systems, their approaches differ based on their distinct roles, target positions, and organizational needs. By understanding these differences, organizations and professionals can optimize their use of applicant tracking systems to meet their specific hiring objectives.
Are all ATS systems the same?
With everything that we’ve covered so far, you might still be asking yourself, “Are all ATS systems the same?” To help answer that question, we’re going to explore the diverse landscape of ATS systems, considering their functionalities, features, and variations across different platforms. By understanding the key differences, we can gain insights into the evolving nature of these systems and their impact on the recruitment process.
As discussed above, applicant tracking systems are software applications designed to streamline the recruitment process by automating the handling of job applications. While the primary goal remains the same, the implementation and features of the best ATS systems can vary significantly among different providers. Factors such as target audience, industry focus, and technology infrastructure contribute to the diversity in ATS offerings.
Below are six of the key differences between applicant tracking systems, helping to answer the question, “Are all ATS systems the same?”
#1—Functionality and features
ATS systems typically include core functionalities such as job posting, resume parsing, candidate screening, interview scheduling, and reporting. However, the extent to which these features are developed and integrated can differ across platforms. Some ATS systems may offer advanced search capabilities to match candidates with specific skill sets, while others focus more on providing user-friendly interfaces for recruiters and applicants. Additional features such as video interviewing, candidate relationship management (CRM), and analytics vary depending on the provider.
#2—Customization and scalability
Another crucial aspect that sets the top ATS systems apart is the level of customization and scalability they offer. While some systems provide out-of-the-box solutions suitable for small and medium-sized enterprises, others offer highly configurable platforms that cater to the needs of large organizations with complex recruitment processes. The ability to customize workflows, automate tasks, and integrate with other HR systems can greatly impact the effectiveness and efficiency of an ATS solution.
#3—Integration and compatibility
The integration capabilities of ATS systems also vary significantly. Some systems are built as standalone applications, while others offer seamless integration with popular HR software, such as Human Resource Information Systems (HRIS), onboarding platforms, or talent management systems. The level of integration determines how well an ATS system can synchronize candidate data, streamline processes, and ensure data consistency across various stages of the employee lifecycle.
#4—Industry-specific requirements
Different industries have distinct requirements when it comes to recruiting and talent acquisition. Some of the top ATS systems are tailored to meet the specific needs of certain industries, such as healthcare, finance, or technology. These industry-specific solutions may include compliance features, specialized job boards, or pre-employment assessments designed to streamline the hiring process for a particular sector. Thus, the choice of an ATS system should align with the unique demands of the organization’s industry.
#5—Mobile-friendly and user experience
As mobile technology continues to dominate, the importance of mobile-friendly ATS systems cannot be overstated. Some ATS providers prioritize mobile accessibility, offering dedicated mobile apps or responsive web designs to facilitate a seamless user experience for both recruiters and applicants. Such systems allow candidates to apply for positions, update their profiles, and interact with the hiring process on the go, contributing to a positive and inclusive recruitment experience.
#6—Pricing and deployment models
ATS systems also differ in terms of pricing and deployment models. Some systems are available as Software-as-a-Service (SaaS) solutions, where the software is hosted in the cloud and provided on a subscription basis. Others may offer on-premises installations, suitable for organizations with specific data privacy or security requirements. The pricing structure can vary, ranging from simple monthly subscriptions to more complex models based on the number of users and the amount of data being used.
What ATS systems do recruiters use?
Since the job descriptions of professional recruiters and corporate recruiters are different and since they use applicant tracking systems differently, it makes sense that they would be interested in different ATS features. Let’s start with the wants and needs of search consultants.
Professional recruiters and search consultants typically look for specific features and functionality in a top applicant tracking system that help streamline their recruitment processes and enhance their ability to identify and hire top talent. Here are some key features and functionality that are commonly sought after:
Resume parsing: An ATS should have robust resume parsing capabilities to extract relevant information from resumes and automatically populate candidate profiles with details such as contact information, work experience, education, and skills.
Job posting and distribution: The ability to create and post job openings to multiple job boards and social media platforms directly from the ATS is essential. It should also allow for easy management of job postings and track the performance of different sourcing channels.
Candidate database and search: A comprehensive candidate database that stores candidate profiles, resumes, and application history is crucial. The system should provide advanced search filters and Boolean search capabilities to quickly find qualified candidates based on specific criteria.
Workflow automation: Recruiters expect an ATS to automate repetitive tasks and workflows, such as sending automated email responses, scheduling interviews, and tracking candidate progress through different stages of the hiring process. This feature helps save time and improves efficiency.
Collaboration and communication: The ATS should facilitate collaboration among hiring team members by allowing them to share candidate information, leave comments, and provide feedback within the system. Integration with email and calendar tools can also streamline communication and scheduling.
Customizable hiring workflows: Recruiters often have different hiring processes for various roles or departments. An ATS should offer flexibility in designing customizable workflows to match specific hiring needs, including defining stages, assigning tasks, and setting up approval processes.
Candidate screening and assessment: Advanced ATS platforms offer features like pre-screening questionnaires, skills assessments, and online tests to evaluate candidates efficiently. Integration with third-party assessment tools can also be valuable.
Reporting and analytics: Robust reporting capabilities are important for recruiters to measure and analyze recruitment metrics, track the effectiveness of sourcing channels, and generate insightful reports for management.
Mobile accessibility: Given the increasing use of mobile devices, having a mobile-friendly ATS or a dedicated mobile app allows recruiters to access and manage candidate information on the go, facilitating prompt actions and timely decision-making.
Integration capabilities: The ability to integrate with other HR systems, such as HRIS (Human Resource Information System), payroll, or onboarding platforms, can streamline data transfer, eliminate manual data entry, and ensure a seamless recruitment-to-hire process.
It’s worth noting that the specific preferences of recruiters and search consultants may vary based on their unique requirements and organizational needs. However, these features and functionalities are commonly sought after to optimize the recruitment process and enhance productivity.
Top applicant tracking systems: professional recruiters
As we’ve been discussing, in the world of professional recruitment and executive search, the effective utilization of the best applicant tracking systems for recruiters is crucial for streamlining processes, managing candidate data, and enhancing hiring outcomes. Below is a list of some of the best ATS systems preferred by professional recruiters and search consultants. By examining their features, functionalities, and industry reputation, we can provide insights into the ATS solutions that industry experts rely on for their recruitment needs.
Below are some of the top applicant tracking systems for professional recruiters:
Bullhorn
Bullhorn is a widely recognized ATS platform known for its robust features and capabilities tailored for staffing and recruitment agencies. Professional recruiters and search consultants appreciate Bullhorn’s ability to handle high volumes of job applications, candidate tracking, customer relationship management, and job order management. It offers customizable workflows, integrations with other software solutions, and advanced reporting and analytics, making it a go-to choice for agencies operating in dynamic and fast-paced environments.
Crelate
Crelate is a popular applicant tracking system among professional recruiters due to its focus on providing a tailored experience for the recruitment industry. It offers a range of features specifically designed to meet the needs of recruiters, such as resume parsing, candidate sourcing, and interview scheduling. Crelate’s customizable workflows and intuitive interface make it easy for recruiters to manage and track candidates throughout the hiring process. Additionally, its robust integration capabilities with other tools, such as email clients and job boards, enhance efficiency and productivity. Crelate’s commitment to continuous innovation and customer support has solidified its position as a preferred ATS among professional recruiters.
PCRecruiter
PCRecruiter is a popular choice among professional recruiters due to its comprehensive and flexible features that cater to the unique needs of the industry. Its robust and global applicant tracking system provides recruiters with powerful tools for candidate sourcing, resume parsing, and job posting. PCRecruiter’s customizable workflows and advanced search capabilities enable recruiters to efficiently manage and track candidates throughout the hiring process. The system also offers seamless integrations with popular job boards and communication platforms, streamlining the recruitment workflow. With its user-friendly interface and dedicated customer support, PCRecruiter has established itself as a trusted ATS among professional recruiters.
RMS Tracker
RMS Tracker is a popular applicant tracking system among professional recruiters due to its specialized features and industry expertise. It is specifically designed for recruitment agencies, offering tailored functionalities for managing the unique demands of the industry. RMS Tracker provides comprehensive candidate management tools, such as resume parsing, candidate tracking, and interview scheduling. Its robust reporting and analytics capabilities allow recruiters to track their performance and make data-driven decisions. RMS Tracker also offers seamless integrations with various job boards and CRM systems, enhancing productivity and streamlining the recruitment process. Its user-friendly interface
Top Echelon Software
Top Echelon Software is the most popular applicant tracking system for professional recruiters and search consultants due to its comprehensive features and user-friendly interface. The ATS streamlines the recruitment process, allowing recruiters to efficiently manage candidate sourcing, screening, and communication. With its centralized database, powerful search capabilities, customizable workflows, and automation features, it enhances productivity and saves valuable time. The ATS also offers advanced analytics and reporting tools, enabling recruiters to track their performance and make data-driven decisions. With its emphasis on efficiency, organization, and data-driven recruitment, Top Echelon Software’s ATS is a trusted solution for professional recruiters and search consultants seeking to optimize their processes and deliver successful placements.
Professional recruiters and search consultants have a range of ATS systems to choose from, each offering unique features and functionalities. The preferred ATS systems may vary depending on specific needs, organizational size, and industry focus. By leveraging these top ATS systems, recruiters and search consultants can streamline their processes, enhance collaboration, and effectively manage candidate data, ultimately leading to improved recruitment outcomes.
What ATS software do companies use?
Corporate recruiters and HR personnel also look for specific features and functionality in a global applicant tracking system that cater to their needs and help streamline the hiring process within their organization. Here are some key features and functionalities that are commonly sought after:
Resume and application management: An ATS should have a user-friendly interface to manage and review resumes and applications efficiently. This includes features such as resume parsing, automated application screening, and the ability to easily track and organize candidate data.
Job posting and candidate sourcing: Corporate recruiters often require an ATS with easy job posting capabilities that allow them to create and post job openings to both internal and external job boards. Integration with popular job boards and social media platforms is desirable for broadening the reach and attracting a diverse pool of candidates.
Customizable workflows and hiring processes: Flexibility to customize the hiring workflows and processes based on the organization’s specific needs is crucial. This includes defining different stages of the hiring process, assigning tasks to team members, and setting up approval processes.
Candidate relationship management (CRM): An ATS with CRM functionality helps recruiters maintain candidate engagement throughout the hiring process. It should allow recruiters to track interactions, log notes, schedule follow-ups, and nurture relationships with candidates.
Collaboration and communication: Effective collaboration features are essential for corporate recruiters and HR personnel. The ATS should provide the ability to share candidate information with hiring managers, leave comments and feedback, and facilitate seamless communication within the platform.
Interview scheduling and management: The ATS should streamline the interview scheduling process by providing automated interview scheduling tools, integration with calendars, and sending interview notifications to candidates. It should also allow recruiters to track interview feedback and manage candidate progress.
Reporting and analytics: Robust reporting capabilities are valuable for corporate recruiters and HR personnel to measure recruitment metrics, track key performance indicators (KPIs), generate reports on hiring activities, and identify areas for improvement. Reports on diversity, time-to-fill, and source effectiveness are often sought after.
Compliance and data security: Given the importance of data security and compliance, an ATS should offer features to ensure sensitive candidate data is protected. It should comply with data protection regulations, provide access controls, and allow recruiters to easily manage data retention policies.
Onboarding and integration: Integration capabilities with onboarding platforms and other HR systems are beneficial for a seamless transition from recruitment to the onboarding process. This ensures that candidate data is transferred efficiently and reduces duplicate data entry.
User-friendly interface and mobile accessibility: Corporate recruiters and HR personnel appreciate an ATS with an intuitive and user-friendly interface that requires minimal training. Mobile accessibility through responsive design or dedicated mobile apps allows them to access the system anytime, anywhere.
Once again, it’s important to note that specific preferences may vary among different organizations and HR teams based on their unique requirements. However, these features and functionalities are commonly sought after to improve efficiency, collaboration, and compliance within the recruitment process.
Top ATS systems: corporate recruiters
Applicant tracking systems have become an essential tool for corporate recruiters to streamline their hiring processes and manage a large volume of applicants efficiently. These systems automate various tasks, such as resume screening, applicant communication, and interview scheduling.
Below are some of the top ATS systems for corporate recruiters:
Workday Recruiting
Workday Recruiting is a robust and comprehensive ATS that offers end-to-end recruitment management capabilities. It provides a user-friendly interface and allows recruiters to create job postings, manage candidate profiles, and track the hiring process from start to finish. With advanced search and filtering options, Workday Recruiting enables recruiters to quickly find the most qualified candidates. Additionally, it offers collaborative features, allowing hiring teams to share feedback and collaborate seamlessly. Workday Recruiting integrates with other Workday modules, such as HR and payroll, providing a unified HR system for organizations.
Greenhouse
Greenhouse is a popular applicant tracking system known for its intuitive interface and powerful features. It offers customizable workflows, allowing recruiters to tailor the hiring process to their organization’s needs. Greenhouse provides a comprehensive overview of candidates, including their profiles, resumes, and interview feedback. It also offers integrations with various job boards and sourcing tools to streamline the sourcing process. Greenhouse’s reporting and analytics capabilities enable recruiters to gain insights into their hiring metrics and make data-driven decisions. Moreover, it offers a seamless interview scheduling feature, simplifying the coordination of interviews between candidates and hiring teams.
Lever
Lever is a popular applicant tracking system that emphasizes collaboration and candidate engagement. It provides a modern and user-friendly interface, making it easy for recruiters to navigate and manage the hiring process. Lever offers features like resume parsing, candidate sourcing, and interview scheduling. Its unique Talent Relationship Management (TRM) functionality allows recruiters to build and nurture relationships with candidates, even if they are not actively hiring. Lever also integrates with popular communication tools like Gmail and Slack, ensuring smooth collaboration among hiring teams. With comprehensive analytics and reporting, recruiters can measure the effectiveness of their hiring strategies and optimize their processes accordingly.
iCIMS
iCIMS is a widely used ATS that caters to the needs of both small businesses and large enterprises. It offers a range of features, including job posting, resume parsing, candidate screening, and interview management. iCIMS provides a branded career portal, allowing companies to showcase their employer brand and attract top talent. It also offers integrations with various job boards and social media platforms for broadening the reach of job postings. With its robust reporting and analytics capabilities, iCIMS enables recruiters to track their hiring metrics and identify areas for improvement. Additionally, it provides mobile applications for recruiters and candidates, ensuring accessibility and convenience.
JazzHR
JazzHR offers a user-friendly interface and an intuitive hiring workflow. JazzHR provides features like job posting, resume parsing, candidate tracking, and interview scheduling. It offers a searchable candidate database, allowing recruiters to quickly find suitable candidates. JazzHR also provides an AI-powered sourcing tool that scans various job boards to identify potential candidates. Recruiters can collaborate seamlessly using JazzHR’s communication features and share feedback on candidates. The system integrates with other HR tools like background screening and assessment platforms, enhancing its functionality. JazzHR’s affordability and scalability make it an attractive choice for growing organizations.
Top Echelon Software
Top Echelon is a popular applicant tracking system among corporate recruiters due to its user-friendly interface and comprehensive features. It offers a seamless recruitment management experience, allowing recruiters to streamline their hiring processes efficiently. Top Echelon Software’s ATS provides tools for job posting, candidate tracking, resume parsing, and interview scheduling. It also offers customizable workflows and collaborative features, enabling recruiters to tailor the system to their specific needs and collaborate effectively with hiring teams. With its robust reporting and analytics capabilities, Top Echelon Software’s ATS empowers recruiters to make data-driven decisions and optimize their hiring strategies.
How do I find the best ATS?
There are three answers to the question of how you find the best applicant tracking system software for your organization: research, research, and research! Actually, there is more involved than that, but that pretty much sums it up in a nutshell. If you want to find the best ATS, then you must do your homework and conduct as much research as possible. Specifically, you can follow the steps outlined below:
Define your requirements: Begin by clearly defining your organization’s specific requirements and objectives. Consider factors such as the size of your company, number of employees, hiring volume, and specific features you need in an ATS. This step helps you narrow down your options and focus on systems that align with your needs.
Identify key features: Identify the critical features you require in an ATS. These may include resume parsing, candidate screening, interview scheduling, collaboration tools, reporting and analytics, integration capabilities, and user-friendly interface. Make a list of features that are crucial for your recruitment process.
Seek recommendations: Ask for recommendations from trusted colleagues, professional networks, or industry associations. Their firsthand experiences with different ATS platforms can provide valuable insights. Additionally, research online forums, review sites, and social media groups to gather recommendations and feedback from other recruiters.
Conduct online research: Perform online research to explore different ATS providers. Visit the websites of ATS vendors to understand their offerings, features, pricing, and customer testimonials. Take note of vendors that appear to meet your requirements and have positive reputations in the industry.
Read reviews and comparisons: Read objective reviews and comparisons of ATS platforms from reputable sources. Look for independent review sites, industry publications, and analyst reports that evaluate different systems. These resources can provide insights into the strengths and weaknesses of each ATS, helping you make an informed decision.
Request demos and trials: Shortlist a few ATS providers based on your research and reach out to them to request product demonstrations or trials. This allows you to experience the ATS firsthand and evaluate its usability, functionality, and overall fit with your recruitment process. During demos, ask specific questions related to your requirements and assess how well the system addresses them.
How do I choose the right ATS?
With a myriad of options available, it can be overwhelming to identify the most suitable ATS for your specific needs, regardless of whether you’re a professional recruiter or a corporate recruiter. Below is a step-by-step approach consisting of 16 steps to help you navigate through the process of finding the best ATS. By considering factors such as functionality, customization, integration capabilities, user experience, and support, you can make an informed decision that aligns with your organization’s requirements.
#1—Evaluate functionality and customization.
Once you have a shortlist of ATS providers, delve into their features and functionalities. Consider how well the ATS caters to your specific needs, such as resume parsing, candidate screening, interview scheduling, and reporting. Assess the level of customization the system offers, ensuring it can be tailored to your unique workflows and recruitment processes. Look for features that enhance efficiency, collaboration, and automation, ultimately streamlining your hiring process.
#2—Consider integration capabilities.
Evaluate the ATS provider’s integration capabilities with other HR systems and software that your organization currently uses or plans to implement. Seamless integration with systems like Human Resource Information Systems (HRIS), onboarding platforms, and talent management systems is crucial for maintaining data consistency and workflow efficiency. Prioritize an ATS that offers easy integration options and robust API support.
#3—Prioritize user experience.
User experience plays a vital role in maximizing the effectiveness of an ATS. Look for an intuitive and user-friendly interface that simplifies navigation and minimizes the learning curve for your team. Additionally, consider the mobile-friendliness of the ATS, as it enables recruiters and candidates to access the system on the go. Request demos or free trials to evaluate the user experience firsthand.
#4—Access support and training.
Consider the level of support and training offered by the ATS provider. Adequate training and ongoing support are crucial for ensuring a smooth transition and effective utilization of the system. Inquire about the availability of customer support, documentation, training resources, and user communities. A responsive and knowledgeable support team can make a significant difference in your experience with the ATS.
#5—Review pricing and contract terms.
While price should not be the sole determining factor, it is essential to consider the affordability and value for money offered by the ATS provider. Evaluate the pricing models, such as subscription-based plans, usage-based pricing, or one-time fees. Review contract terms, including renewal options, scalability, and potential additional costs. Ensure the pricing structure aligns with your budget and growth plans.
#8—Seek feedback and references.
Gather feedback from other organizations that have used the shortlisted ATS solutions. Reach out to references provided by the ATS providers or connect with professionals in your network who have experience with the systems. Their firsthand experiences and insights can provide valuable information and help you make an informed decision.
#9—Check customer support and training.
Consider the level of customer support and training provided by the ATS vendor. Look for platforms that offer robust customer support channels, such as phone, email, or live chat, and ensure they have a responsive support team.
Also, inquire about training options, whether it’s in-person sessions, online tutorials, or comprehensive documentation.
#10—Assess data security and compliance.
Evaluate the data security measures and compliance standards followed by the ATS vendor. Check if they employ encryption, data backup, and secure data storage practices. Inquire about their compliance with data protection regulations, such as GDPR or CCPA, to ensure the privacy and security of candidate information.
#11—Consider cost and return on investment.
Analyze the cost of the ATS, including implementation, licensing, and ongoing fees. Compare pricing models among different vendors and determine if they align with your budget.
In addition, assess the potential return on investment (ROI) the ATS can provide in terms of time savings, improved efficiency, and better quality hires.
#12—Seek references and case studies.
Request references from the ATS vendor to speak with existing clients who can provide insights into their experience using the system. Ask about their satisfaction, implementation process, ongoing support, and the impact the ATS has had on their recruitment efforts.
In addition, review case studies or success stories to understand real-world examples of the system’s effectiveness.
#13—Make an informed decision.
The moment has arrived! It’s time to choose the best applicant tracking system for your organization!
Based on the research, demos, trials, and feedback gathered, make an informed decision. Consider factors such as the ATS’s alignment with your requirements, user feedback, ease of use, integration capabilities, customer support, and overall value it can provide to your recruitment process.
#14—Negotiate and finalize the agreement.
Once you have chosen an ATS, engage in negotiations with the vendor to finalize the agreement. Discuss pricing, contract terms, and any customization or additional services required.
Ensure all terms and expectations are clearly defined before signing the agreement.
#15—Prepare for implementation.
Before implementing the ATS, develop a comprehensive implementation plan. Assign a dedicated team to oversee the process, define milestones, and allocate resources accordingly.
Communicate the implementation plan to stakeholders, provide training to users, and establish a timeline for the transition.
#16—Monitor and evaluate.
After implementing the ATS, continuously monitor its performance and gather feedback from users. Assess its impact on recruitment metrics, user satisfaction, and overall efficiency. Regularly evaluate the system’s effectiveness and make necessary adjustments to optimize its usage.
By following these steps, you can conduct thorough research on applicant tracking systems, enabling you to choose an ATS that aligns with your organization’s requirements, streamlines your recruitment process, and helps you make informed hiring decisions.
The best ATS for professional and corporate recruiters
The best applicant tracking system caters to everybody
The best applicant tracking systems for recruiters aim to cater to the needs of both search consultants and corporate recruiters by offering a comprehensive set of features that enhance efficiency, streamline processes, and facilitate effective talent acquisition. These features provide a seamless experience for both types of users and help optimize the entire recruitment lifecycle.
Below are 10 of the key features that make the best ATS appealing to both search consultants and corporate recruiters:
#1—Robust candidate sourcing and management
The ATS should provide powerful candidate sourcing capabilities to help search consultants and corporate recruiters identify and attract top talent. It should enable the integration of multiple sourcing channels, including job boards, social media platforms, and professional networks. The system should allow users to create and manage talent pools, track candidate interactions, and maintain detailed profiles with comprehensive information about skills, experience, and qualifications.
#2—Advanced search functionality
The ATS should have advanced search capabilities to allow search consultants and corporate recruiters to find suitable candidates quickly and efficiently. This includes advanced filtering options, Boolean search operators, and customizable search criteria. Users should be able to search across resumes, cover letters, and other application materials to identify relevant candidates based on specific requirements.
#3—Customizable workflows and automation
The best ATS should offer customizable workflows and automation features to adapt to the unique needs of search consultants and corporate recruiters. Users should be able to define and configure hiring stages, create custom fields, and set up automated actions such as sending personalized email responses, scheduling interviews, and updating candidate statuses. This flexibility helps streamline processes, reduce manual effort, and ensure consistency throughout the recruitment process.
#4—Collaboration and communication tools
Effective collaboration and communication are essential for both search consultants and corporate recruiters. The ATS should provide features that facilitate seamless collaboration among team members, hiring managers, and candidates. This may include internal messaging systems, interview scheduling tools, shared candidate feedback and evaluation capabilities, and real-time notifications. These features ensure effective communication, coordination, and transparency throughout the hiring process.
#5—Resume parsing and screening
Resume parsing and screening functionality is crucial for efficiently reviewing and shortlisting candidates. The ATS should automatically extract key information from resumes and application materials, populate relevant fields, and provide a standardized format for easy comparison. Advanced screening capabilities, such as keyword matching and scoring algorithms, can help search consultants and corporate recruiters efficiently evaluate candidates based on specific criteria and qualifications.
#6—Interview management and assessment
Managing interviews is a critical aspect of the recruitment process. The ATS should offer features to schedule and coordinate interviews, including integrated calendar functionality, interview availability tracking, and automated reminders. Additionally, assessment tools such as pre-defined interview questionnaires, candidate rating systems, and interview feedback collection can help evaluate candidates consistently and objectively.
#7—Reporting and analytics
Data-driven decision-making is essential for improving recruitment strategies. The best ATS should provide robust reporting and analytics features, allowing search consultants and corporate recruiters to track key recruitment metrics, monitor progress, and gain insights into their hiring performance. Customizable dashboards, visualizations, and comprehensive reports enable users to analyze data related to candidate pipelines, time-to-hire, source effectiveness, and diversity metrics, among others.
#8—Compliance and security
Compliance with legal and data privacy regulations is a critical consideration for both search consultants and corporate recruiters. The ATS should adhere to industry standards and provide features such as GDPR compliance, data encryption, role-based access controls, and audit trails. This ensures that candidate data is protected and managed securely throughout the recruitment process.
#9—Integration capabilities
To enhance user experience and efficiency, the ATS should offer integration capabilities with other essential HR systems and tools. This includes integration with HRIS (Human Resources Information System) or payroll systems, background screening services, assessment platforms, and video interviewing tools. Seamless data flow and integration across systems reduce manual data entry and ensure a seamless candidate experience.
#10—Mobile-friendly and user-friendly interface
A user-friendly interface, optimized for mobile devices, is crucial for search consultants and corporate recruiters who need to access the ATS on the go or work remotely. The ATS should offer a responsive design, intuitive navigation, and an easy-to-use interface that requires minimal training. Mobile apps or mobile-optimized web interfaces provide flexibility and convenience, allowing users to manage recruitment tasks from any location.
By offering these features, the best applicant tracking systems for recruiters cater to the diverse needs of search consultants and corporate recruiters, enabling them to efficiently manage the end-to-end recruitment process, collaborate effectively, source top talent, and make data-driven hiring decisions. These features contribute to improved productivity, streamlined workflows, and enhanced candidate experiences, ultimately resulting in successful talent acquisition and retention.
Top Echelon: the best applicant tracking software
Top Echelon Software is the best applicant tracking system software, catering to the needs of both search consultants and corporate recruiters. With its robust features and comprehensive functionality, Top Echelon Software stands out as the best choice for professionals in the recruitment industry. Below is a list of several reasons why Top Echelon Software excels as an ATS for both search consultants and corporate recruiters.
Dual focus: Top Echelon Software is specifically designed to meet the requirements of both search consultants and corporate recruiters. It understands the unique challenges faced by these professionals and offers tailored features to enhance their efficiency and productivity. This dual focus ensures that the platform caters to the diverse needs of the recruitment industry.
Comprehensive candidate management: Top Echelon Software provides a comprehensive candidate management system that allows recruiters to streamline their hiring processes. It offers robust resume parsing capabilities, enabling quick extraction of relevant information from resumes and populating candidate profiles automatically. This feature saves valuable time and minimizes manual data entry.
Advanced search capabilities: The platform offers advanced search capabilities, including Boolean search and custom filters, enabling search consultants and corporate recruiters to quickly find qualified candidates based on specific criteria. This functionality enhances the precision of candidate sourcing and significantly reduces the time spent on manual screening.
Collaboration and communication tools: Top Echelon Software facilitates seamless collaboration among team members through its intuitive interface. Recruiters can easily share candidate profiles, leave comments, and provide feedback within the system. This enhances communication and coordination, improving the overall hiring process for search consultants and corporate recruiters.
Job posting and distribution: Top Echelon Software enables recruiters to create and distribute job postings to multiple job boards and social media platforms. This extensive reach helps attract a larger pool of candidates, increasing the chances of finding the right fit. The platform also provides analytics to track the performance of different sourcing channels, allowing recruiters to optimize their recruitment strategies.
Customizable workflows: Both search consultants and corporate recruiters benefit from Top Echelon Software’s customizable workflows. The platform allows users to define different stages and steps in the hiring process, assign tasks to team members, and set up approval processes. This flexibility ensures that the ATS aligns with their unique hiring processes and improves efficiency.
Automation and productivity features: Top Echelon Software offers automation features that streamline repetitive tasks and enhance productivity. Recruiters can automate email responses, interview scheduling, and follow-ups, saving time and improving the candidate experience. These productivity features help search consultants and corporate recruiters focus on high-value activities.
Reporting and analytics: The platform provides robust reporting and analytics capabilities, allowing recruiters to measure recruitment metrics, track key performance indicators (KPIs), and generate insightful reports. This data-driven approach enables search consultants and corporate recruiters to make informed decisions, identify bottlenecks, and optimize their hiring processes.
Mobile accessibility: Top Echelon Software understands the importance of mobility in recruitment. The platform offers a responsive design and a dedicated mobile app, enabling recruiters to access and manage candidate information on the go. This feature empowers search consultants and corporate recruiters to take prompt actions and make timely decisions.
Top Echelon Software stands out as the best applicant tracking system for both search consultants and corporate recruiters. With its user-friendly interface and tailored functionalities, Top Echelon Software empowers search consultants and corporate recruiters to streamline their recruitment processes, save time, and identify top talent effectively.
You can get 15 days free of Top Echelon’s best applicant tracking software today!