Categories > Applicant Tracking Systems

Last Reviewed: November 15th, 2024

Best Applicant Tracking Systems Of 2024

What are Applicant Tracking Systems?

Applicant Tracking Systems (ATS) are software platforms designed to streamline the hiring process for companies. They act as a central hub for managing job postings, applications, and candidate information. ATS solves the problem of sifting through mountains of resumes by automatically scanning and ranking candidates based on keywords and pre-defined criteria. This saves recruiters time and effort, leading to faster hiring decisions and better talent acquisition. Benefits include improved efficiency, reduced bias, and enhanced candidate experience. Key functionalities range from job posting and resume parsing to interview scheduling and onboarding. Emerging features include AI-powered skills assessments and candidate engagement tools. While primarily used by HR and recruitment professionals, ATS can benefit any organization seeking to optimize its hiring process. Limitations include potential bias in algorithm-based candidate selection and the need for proper training and implementation. However, the overall value proposition of ATS lies in its ability to bring order to the chaotic world of recruitment, saving time, money, and effort for both companies and job seekers.

What Are The Key Benefits of Applicant Tracking Systems?

Reduced time to hire
Improved candidate experience
Streamlined hiring process
Enhanced collaboration
Better talent visibility
Data-driven decision making
Automated tasks and workflows
Compliance and reporting
Reduced hiring costs

Our Research Analysts evaluated 156 solutions and determined the following solutions are the best Applicant Tracking Systems overall:

Overall

Greenhouse

Best Overall, Applicant Tracking, Platform Security
SmartRecruiters

Best for Integrations and Extensibility, Talent Sourcing
Jobvite

Best for Interview and Offer Management, Onboarding
Zoho Recruit

Best for Customization, Platform Security
Workable

Best for Platform Capabilities
SuccessFactors Recruiting

Best for Career Websites, Platform Security
Taleo
Lever
iCIMS
SuccessFactors Talent Management

Best for Career Websites

How We Rate Products

Our vendor evaluation process involves an in-depth 400+ point analysis of the product's capabilities. Our rigorous evaluation criteria, commitment to data integrity and dedicated industry coverage allow us to deliver the best possible insights and recommendations, free of bias or undue influence. Our methodology and process come together in our analyst scores.

SelectHub's Technology Selection Management (TSM) Scoring Engine processes the data collected during research and computes the analyst score for each product. The scoring engine factors in functional and technical requirements, standardized across categories for an apples-to-apples comparison. The computation also includes implementation and vendor qualification criteria where present.

Greenhouse

Start Price

^$5,000

Annually, Quote-based

Analyst Rating

Company Size

Small Medium Large

Deployment

Cloud On-Premise

Platform

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Why We Picked Greenhouse

Greenhouse Recruiting stands out with its user-friendly, intuitive and clean interface, earning it a near-perfect score of 97/100 for usability.

It’s scalable, fitting all business sizes with its advanced data configuration and integration capabilities, scoring 95/100 for extensibility. Plus, it's in our top five for communications, onboarding and talent sourcing.

I found Greenhouse Recruiting's platform to be straightforward for managing the hiring process.

I liked how easy it looked to keep track of upcoming interviews and pending applications.

Creating a job post is simple. You can start from scratch or use an existing template. They even have templates for offer letters and emails to get the ball rolling. The job post prompts are designed to guide you through the process, so even if you’re new to this, you won’t feel overwhelmed.

Just fill in the details like position, department, experience level, number of openings, salary and employment type. Plus, you can add any notes for the interview team—things like who will be on the team, the mission statement, what sets the role apart, specific responsibilities and key questions to ask.

The Candidate Scorecard is where you list the skills, personality traits and qualifications you’re looking for. If the standard template doesn’t fit your needs, you can customize it. For instance, you might want to add fields for availability and set up dropdown options for different shifts.

For managing interviews, you can tweak the stages and alerts to fit your process. Greenhouse comes with default stages, but you can edit them by clicking the pencil icon, maybe changing "Application Review" to "Candidate Evaluation" if that suits you better. You can drag and drop stages to reorder them or add new ones, and even send tests like a Codility Test to candidates.

One of the best features is the automation. Greenhouse will alert you when it's time to move candidates to the next stage, so you avoid delays in the hiring process. Check your daily tasks on the right side of the homepage.

When you’re viewing job posts, you have the option to toggle the post live or closed with just a click. If you need to reopen a position, you can make it live again quickly. You can also edit job descriptions or titles with the pencil icon.

To add a new job post, just hit "Add Job Post" in the upper right corner. You can also select a default email message to be sent automatically to candidates after they apply. If a candidate applies more than once, their profiles are merged for more efficient tracking.

It lets you push job posts to major job boards like Indeed, Glassdoor and LinkedIn Limited so you get good visibility.

Request availability by phone or email. After that, scheduling interviews is a breeze; you’ll see your suggested times alongside the candidate’s availability and click the “Schedule Interview” button below to book it.

It also doubles as a collaboration tool, letting team members share interview notes and rate candidates.

Overall, Greenhouse Recruiting is popular recruiting software with collaborative features to help keep everything organized. It’s ideal for companies looking to manage job postings, track applicants and ensure efficient hiring practices.

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Pros & Cons

User-Friendly UI: 88% of users found Greenhouse Recruiting intuitive and easy to navigate. Sending emails, checking scorecards and viewing resumes are all straightforward.
Adaptable Platform: Users value the platform’s continuous updates and new features, which adapt to evolving technology needs.
Helpful Customer Service: 86% of users praise customer support for being effective and providing great training resources. The support team has been described as friendly, helpful and efficient.
Efficient Recruiting Features: A whopping 90% of users have a positive view of the recruiting and candidate experience features. They appreciate the platform's job board integrations, scorecards, scheduling tools and deadline reminders.

Limited Mobile App: Users generally find the mobile app less effective than the desktop version. Some users noted resumes open in an external browser and require downloading to view.
Challenging Reporting: Users have mixed feelings about reporting features. Despite improvements like live reports and better tracking of company metrics, 64% still face challenges. Setting up custom reports can be tricky, and users still have trouble seeing the full pipeline, specifically for candidates who were interviewed but rejected.
Underwhelming Customization: Some users feel that while Greenhouse is customizable, certain features like scorecards and specific data points could benefit from further customization options.

Key Features

Applicant Tracking: Use collaboration features like @mentions and shared application reviews, manage candidate pipelines, set detailed access permissions for stakeholders, and get notifications.
Hiring Structures: Take a data-driven approach to find the best candidates and reduce bias. Interview planning, prep kits and scorecards highlight key job attributes to keep your process organized.
Job Posts: Post jobs to LinkedIn in real time, which helps candidates apply more easily and pulls candidate information directly into Greenhouse.
Candidate Experience: Make an excellent first impression with productive interviews and surveys that let candidates share their experiences. Tailor the process with customizable career pages, job boards and email templates.
Analytics and Reporting: Access 30+ reports that integrate with Google Sheets or other business intelligence tools for collaboration and analysis.
- Greenhouse Predicts: Opt for machine learning and predictive analytics with Greenhouse Predicts to quickly understand the likelihood of filling a position.
Mobile App: Prepare for a mobile meeting, access reports, provide feedback and stay in the loop with mobile notifications. Access interview prep kits, scorecards, a summary of open positions and candidate profiles anywhere.
Onboarding: Design a personalized welcome experience, create a consistent onboarding process and automate tedious tasks. Not sure if your onboarding process is the most effective? Find out through feedback and reporting tools.
- Tailored Experience: Customize pages to create personalized onboarding for new hires. There's an option to drag and drop pages to match your preference. Automatically assign access by role.
Diversity and Inclusion: Ensure your hiring process is compliant and bias-free with scorecards comprising key performance attributes, consistent interviews and EEO data collection.
- Reduced Bias: Use resume anonymization through AI to take out identifiable details like gender, photos and names. This helps cut down on unconscious bias in hiring, letting you focus on skills and qualifications that really count.
Video Conferencing Tools: Incorporate handy communication platforms such as Sparkhire and Zoom to make scheduling virtual interviews more seamless and hassle-free.
Data and Reports: Harness data to improve processes. Pipeline history reports spot bottlenecks, track milestones and show consistent metrics. A flexible pipeline helps you focus on the most effective hiring steps.
Branded Assets: Tailor the onboarding experience to match your company’s brand. Adjust details like the organization’s name, founding date, button colors and upload a logo for welcome pages.
Support Services: Ensure a smooth and effective user experience with a range of support and service options.
- Customer Support: Provides alerts on new hiring trends, diverse problem-solving perspectives and tailored product configurations.
- Technical Support: Handles tech-related issues, including troubleshooting, technical guidance and integration configurations.
- Account Services: Guides you through best practices and strategic partnerships while also providing ongoing support.
- Professional Services: Provides consulting for custom integrations and data migration to ensure best practices throughout your hiring process.
- Learning Resources: Gives access to instructor-led training and self-paced learning materials 24/7.

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SmartRecruiters

Start Price

^$500

Monthly

Analyst Rating

Company Size

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Deployment

Cloud On-Premise

Platform

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Why We Picked SmartRecruiters

With five ‘pros’ and only two ‘cons’, SmartRecruiter is rated well by its customers. The system is easy to navigate, offers seamless integration, robust functionality, reliable support and a fair ROI. Users say that post-implementation, it helps them save time, shorten the hiring cycle and manage a larger volume of candidates. However, users complained of issues relating to bugs, updates, lack of customization options and the process of implementing customizations.

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Pros & Cons

UI/UX: SmartRecruiters is user-friendly and provides intuitive navigation, according to 100% of users who discussed the interface in reviews.
Integration: According to 75% of users who reviewed this capability, integration options are plentiful and integrations are typically simple to complete.
Functionality: About 55% of users who mentioned it said the system provides robust functionality, though some users criticized the lack of capabilities for fundamental recruiting needs.
Support: Regarding this feature, approximately 100% of users said that the customer support team was responsive and helpful.
ROI: According to 89% of users who reviewed this, SmartRecruiters simplified the recruiting process and provided a fair ROI.

Customization: Customizations can be difficult to complete, according to 50% of users who discussed it in their reviews.
Bugs and Updates: According to 50% of users who reviewed this con, bugs appear semi-frequently and system updates can be disruptive.

Key Features

Job Posting: Post jobs across multiple job boards. The system is able to identify the best platforms to source candidates from and measure hiring costs.
Applicant Tracking System (ATS): Utilize customizable filters and keyword searches to track candidates and workflows. Tracking applicants provides hiring managers with high-level insights into overall performance.
Job Offer: Extend offers to candidates directly through the platform with SmartRecruiters’ offer letter templates and configurable forms.
Data Analytics and Reporting: Leverage recruiting data with real-time dashboards and reports. Build custom reports, on-demand historical data and measure hiring success with KPIs.
Configurable Workflows: Users can automate and customize their workflows. The drag-and-drop interface allows users to quickly build new hiring processes.
Integration: SmartRecruiter offers integrations with more than 350 third-party vendors. These integrations are all available to users at no additional cost and can be implemented into workflows with a few clicks.
Artificial Intelligence: AI recruiting technology provides intelligent candidate suggestions, search for candidates across internal and external databases and access to optional automated job alerts and job recommendations.

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Pricing

License/Subscription Cost	Subscription-based pricing model
Maintenance Cost	Three support packages are available Support is available via phone, email, online chat, in-person training as well as a variety of other resources
Installation/Implementation Cost	Four implementation packages are available: SmartStandard, SMartPremium, SmartPlatinum and Custom
Customization Cost	Cost varies depending on the functional requirements or modules added based on business requirements
Data Migration Cost/Change Management/Upfront Switching Cost	Cost varies depending on the current software, amount of data to be migrated, availability of migration tools, complexity of data and gaps between the existing and the new system
Recurring/Renewal Costs	Cost is included in the subscription fee

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Jobvite

Start Price

^$400

Monthly

Analyst Rating

Company Size

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Deployment

Cloud On-Premise

Platform

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Why We Picked Jobvite

Jobvite emerges as a strong contender, offering a comprehensive suite of tools to streamline the hiring process. User feedback from the past year sheds light on Jobvite's strengths, weaknesses, and unique attributes, painting a picture of its suitability for various organizations.

Jobvite consistently receives praise for its user-friendly interface and intuitive design. Recruiters appreciate the platform's ease of use, allowing them to quickly adapt and maximize their productivity. The ability to customize the platform to align with specific workflows and branding requirements further enhances its appeal. Jobvite's extensive feature set, encompassing applicant tracking, candidate relationship management, onboarding, and robust reporting capabilities, positions it as a comprehensive solution for managing the entire recruitment lifecycle. Users highlight the platform's AI-powered features, such as automated candidate sourcing and personalized job recommendations, as valuable tools for optimizing recruitment efforts. However, some users note that the extensive features can lead to a steeper learning curve for new users, requiring dedicated training and support.

Jobvite distinguishes itself through its emphasis on candidate engagement and communication. The platform facilitates seamless interactions with candidates through various channels, including email, text messaging, and a branded career site. This focus on building strong candidate relationships aligns with the evolving expectations of today's job seekers. While Jobvite's pricing structure may be higher compared to some competitors, users generally perceive the value proposition as justified, considering the platform's comprehensive features and scalability. Jobvite is particularly well-suited for mid-sized to large organizations with complex recruitment needs and a desire to elevate their candidate experience. The platform's robust functionality, scalability, and focus on automation empower these organizations to streamline their hiring processes, attract top talent, and achieve their recruitment goals efficiently.

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Pros & Cons

User Experience (UE): The system is user-friendly and easy to learn, according to 80% of users.
Support: According to 70% of users who reviewed the customer support team found them to be reliable and helpful.
Functionality: About 70% of users who mentioned this pro said Jobvite is equipped with robust functionality.
Integration: Regarding this feature, approximately 89% of users said that integrations create a seamless and synchronized recruiting experience.
Automation: According to 67% of users who reviewed this, users save time throughout the hiring cycle due to automation capabilities.

Reporting: The out-of-box reports are lacking and custom reports are complex to generate, according to 82% of users.
Customization: According to 67% of users who reviewed this con, customizations are difficult to complete and often require intervention.
Performance: About 60% of users who mentioned performance said the system can be slow and lags at times.

Key Features

Applicant Tracking System (ATS): The platform enables users to effortlessly collect and sort resumes, as well as various other recruitment tasks.
Customer Relationship Management (CRM): Manage candidate sourcing, post open positions to job boards and manage your talent pool with the CRM.
Employee Referrals: Send job invites via email and social networking platforms.
Social Recruiting: Post current job openings to more than 300 social networks.
Branded Career Sites: Leverage the easy-to-use career sites to develop branded career sites.
SMS Capabilities: Leverage automation to answer questions with the text-based application process. This fosters a fast-paced hiring process.
Analytics: Visual analytics that can integrate with other systems provide business insights that help users refine the recruiting process.

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Pricing

License/Subscription Cost	Two pricing models: License-based Monthly subscription model: pricing is based on the number of users
Maintenance Cost	Maintenance cost is additional to the license or subscription fee
Installation/Implementation Cost	This cost is additional to the license or subscription fee. This cost includes implementation support provided by Jobvite.
Customization Cost	The customization cost will vary depending on specific business needs.
Data Migration Cost/Change Management/Upfront Switching Cost	The cost will vary depending on the complexity of the data, the amount of data, the current system and various other factors.
Recurring/Renewal Costs	This cost is included in the subscription or license fee and is based on the number of users, customizations, implementations, and level of support.

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Zoho Recruit

Start Price

^$25

Per User, Monthly

Analyst Rating

Company Size

Small Medium Large

Deployment

Cloud On-Premise

Platform

Mac Windows Linux Chromebook Android

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Why We Picked Zoho Recruit

Customers like Zoho Recruit and show it with predominantly glowing reviews. They applauded the system’s ability to save them time and money, and its useful features make it worthwhile. However, there’s some dissatisfaction with the lack of adequate documentation, training and support to lessen the steep learning curve.

I recently had the chance to run a 15-day free trial of Zoho Recruit’s desktop version. The homepage offers a structured view of the hiring pipeline for each job. You can add widgets and prioritize components to curate personalized interfaces that gel with your style and needs.

Important metrics like time-to-hire, time-to-fill, offer acceptance rate and age of job are easily accessible, and you can monitor them by applying filters based on users or timelines. Spaces like upcoming interviews and activity logs further simplify the hiring process.

I personally appreciated the amount of filtering and sorting options available for viewing applications. I could create jobs using readily available templates or by making manual entries. If your organization has a referral program, Zoho Recruit also lets you track candidates referred to different job openings.

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Pros & Cons

Automation: The system saves time by automating manual tasks, according to users who discussed automation in their reviews.
User Experience: Users say the system is easy to use. They also like the intuitive interface that makes navigation easy.
Customization: Users said that the system is able to adapt to their recruiting processes and preferences.
Cost: According to users who reviewed this aspect, the platform is fairly priced and affordable, even for startup companies.

Customer Support: Users who reviewed this aspect complained about poor customer service, delayed responses and lack of assistance in times of need.
Learning Curve: According to users, this software comes with a steep learning curve, especially for beginners.

Key Features

Resume Extractor: Use the Resume Inbox to automatically extract resumes as attachments from emails, or use the specialized tools to extract resumes from LinkedIn and other pages.
Integration: Connect the system to Google Docs, Calendar and a variety of other Zoho solutions with third-party integrations to automate data entry.
Communication: Besides automated email response facilities, you can also use customizable email templates to send emails manually. WhatsApp integration and SMS options make communication seamless and efficient.
Mobile App: Schedule interviews, track job openings and share information with the team using the Zoho Recruit mobile app, which is compatible with both iOS and Android devices.
Dashboards: Track and assess data and view job statuses, interview schedules and employee information through the platform’s activity dashboards.
Onboarding: Create digital onboarding forms like benefits enrollment, confidentiality agreements and compliance statements.

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Pricing

License/Subscription Cost	Subscription-based pricing model Discounts are available for nonprofit organizations
Maintenance Cost	Included in the subscription fee
Installation/Implementation Cost	Included in the subscription fee Provides support for users implementing the new software via a dedicated tutorial section on the website and a YouTube channel Online tutorials cover a variety of topics including organizational settings, personal settings, user permissions and territory management
Customization Cost	Cost varies depending on the subscription plan selected
Data Migration Cost/Change Management/Upfront Switching Cost	Cost varies depending on the amount of data to be migrated, availability of migration tools, complexity of data and gaps between the existing and new system
Recurring/Renewal Costs	Included in the subscription fee

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Workable

Start Price

^$250

Monthly

Analyst Rating

Company Size

Small Medium Large

Deployment

Cloud On-Premise

Platform

Mac Windows Linux Chromebook Android

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Why We Picked Workable

Workable is a recruiting solution that provides a range of hiring tools. Users who commented on the platform said it was efficient and saved time and effort with its automated processes. Reviewers liked the UI and said it was easy to learn and adopt and had overwhelmingly positive experiences with the prompt and knowledgeable customer service. They felt the reporting worked well and delivered the necessary data to plan strategically. Above all, they were impressed with the recruiting functionality and especially liked the ATS, one-click job posting and talent acquisition and sourcing features. Hiring managers especially found it beneficial. In terms of issues and opportunities for growth, users consistently had problems attaching and grouping additional files with the candidate profile. They state it was difficult to centralize documents other than resumes such as certifications, samples, letters of recommendation and more. Some also felt that the overall customization and branding was somewhat limited. Last, workers reported difficulty getting everyone’s feed together in group settings on the platform. Workable may be a good fit for medium-sized organizations, especially those with hiring managers, who need to automate the recruiting process. Larger companies may find it too limiting. It may also be a good fit for small companies with the necessary budget; many found it quite affordable.

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Pros & Cons

Timer Saver: A total of 92% users who talked about the system’s efficacy said its automated systems saved them valuable time.
Easy to Use: Around 91% of reviewers who discussed the system’s usability felt it was simple to learn and use.
Customer Service: Support services were accurate, helpful and fast according to 90% of those commenting on customer service.
Excellent Recruiting Capabilities: A total of 88% of users that talked about the recruiting tools were pleased with its capabilities.
Useful Reporting: Around 80% of reviewers who discussed the reporting felt it gave them the insights they needed to plan strategically.

File Grouping Issues in ATS: In 90% of reviews that mentioned attaching additional files to candidate profiles, users said they ran into problems.
Lacks Customization: Around 75% of reviewers discussing customization felt it was lacking.
Group Discussion Troubles: In reviews that talked about facilitating group feedback, 67% said they had issues connecting or that it was hard to get comments from everyone.

Key Features

Job Posting: Lets you create job descriptions from templates and post to over 200+ job boards and sites. It can also make branded pages for sites such as Google, Facebook, LinkedIn and more.
Mobile-Friendly: The app works on iOS and Android. Candidates can fill out application forms specifically formatted for mobile.
Greater Compliance: It has built-in functions to accommodate GDPR, EEOC and OFCCP standards as laws in the U.S., U.K. and elsewhere.
Integrations The program has the capability to integrate social media, apps, recruiting tools, background checks, calendars and HR tech. This includes over 40 programs including G Suite, Namely, Tableau, Facebook, Bob, Glassdoor and more.
Security/Compliance: Safety measures on the platform include encryption, incident management, security assessments, disaster recovery, ISO 27001 certification, network security, logging/monitoring and 3rd-party audits.
Reporting: Users can access data to answer executive questions and send auto-generated reports. They can also track information in real-time and make adjustments as needed.
Candidate Database: The AI-searchable database includes over 700+ job descriptions and titles and 400 million applicants. Filters allow recruiters to search by skill, experience or location. Profiles include competencies, background checks, video interviews and more.
Passive Searching: The program finds more than 1000+ candidates and automatically places ads in front of them on Facebook and Instagram. On average, this produces between 10-20 applicants per week.
Single Sign-On: It cuts down on password memorization while built-in budgets and workflows make it easy to reference important intel without leaving the app.
Referrals and Rewards: It sends open job positions to employees who can share them with friends, post them to social networks and track the results for gamified referral rewards.
Internal Hiring: Users can inform employees of open internal opportunities within the company.
Scheduling: Potential hires can schedule from pre-selected spots on the employer’s calendar. The system follows up with an auto-invite complete with reminders, a map and photos of attendees.
Hiring Strategy Management: It can plan, manage and track the hiring strategy. Users can also make changes to budgets, timelines and resources to align with team needs without leaving the app.

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SuccessFactors Recruiting

Start Price

^$5,000

Annually, Quote-based

Analyst Rating

Company Size

Small Medium Large

Deployment

Cloud On-Premise

Platform

Mac Windows Linux Chromebook Android

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Why We Picked SuccessFactors Recruiting

Users have consistently praised SuccessFactors Recruiting for its intuitive design and user-friendly interface, streamlining the hiring process. One user shared, "The interface is easy to navigate, making the recruitment process more efficient." Collaborative hiring tools have received positive feedback, fostering effective communication among hiring teams.

Strengths also include scalability, with organizations acknowledging its ability to handle large-scale recruitment needs. However, customization limitations have been a point of contention, as users express a desire for more flexibility. A user mentioned, "Customization options are somewhat restrictive for our unique workflows."

SuccessFactors Recruiting stands out for its global support and diverse language capabilities, catering to international hiring needs. Some users find the integration process seamless, while others note complexities. "Integration with our existing systems was straightforward," said one user.

While users appreciate the positive candidate experience facilitated by the platform, the premium pricing has been a concern for smaller businesses. Users believe SuccessFactors Recruiting competes well with similar products, especially in its comprehensive analytics and reporting capabilities. Overall, the platform is recognized for its role in optimizing recruitment processes, although some users wish for enhanced customization options.

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Pros & Cons

User-Friendly Interface: SuccessFactors Recruiting is praised for its intuitive and easy-to-navigate interface, providing a seamless experience for both recruiters and candidates.
Collaborative Hiring Tools: Users appreciate the collaborative features that enhance teamwork among hiring teams, facilitating transparent communication and efficient decision-making.
Insightful Analytics: The platform's robust analytics and reporting capabilities are highlighted, empowering users to make informed, data-driven decisions and optimize their recruitment strategies.
Scalability: SuccessFactors Recruiting is recognized for its scalability, catering to the evolving needs of large organizations by efficiently handling increased hiring volumes and diverse recruitment requirements.
Global Talent Acquisition Support: Users value the product's features tailored to support international hiring needs, including language localization and compliance tools for seamless global recruitment.

Premium Pricing: Some users express dissatisfaction with the premium cost associated with SuccessFactors Recruiting, making it less accessible for smaller businesses with budget constraints.
Customization Challenges: Users note limitations in customization, facing challenges when tailoring the system to fit unique organizational processes and workflows.
Learning Curve: New users may experience a learning curve when onboarding to SuccessFactors Recruiting, requiring time and training to fully grasp the platform's functionalities.
Integration Complexities: Some users report difficulties in integrating SuccessFactors Recruiting with other existing systems, potentially causing workflow disruptions and increased complexity.
Dependency on Connectivity: Reliable internet connectivity is deemed essential for optimal use, posing challenges for users in areas with inconsistent or limited network access.

Key Features

Automated Candidate Screening: Utilize advanced algorithms to streamline the screening process, saving time and ensuring a more efficient evaluation of candidates.
Collaborative Hiring Tools: Enhance teamwork among hiring teams through centralized communication, document sharing, and collaborative decision-making tools.
Insightful Analytics: Access detailed analytics and reporting functionalities to make data-driven decisions, track key recruitment metrics, and optimize hiring strategies.
User-Friendly Interface: Provide an intuitive experience for users, optimizing the platform's usability and ensuring a seamless navigation process for both recruiters and candidates.
Scalability: Accommodate the evolving needs of large organizations by scaling the system to handle increased hiring volumes and diverse recruitment requirements.
Global Recruitment Support: Navigate international hiring complexities with features tailored to support diverse hiring needs across multiple regions and time zones.
Compliance Management: Mitigate compliance risks by automating regulatory processes, ensuring adherence to industry-specific hiring standards, and legal requirements.
Talent Pool Management: Efficiently build and manage a dynamic talent pool, categorizing and engaging potential candidates for future hiring needs.
Positive Candidate Experience: Optimize the application process to create a positive impression on candidates, fostering a favorable perception of your organization.
Employer Brand Enhancement: Bolster your employer brand by delivering a positive candidate experience, attracting top talent, and enhancing your organization's reputation in the job market.

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Taleo

Start Price

^$5

Per User, Monthly

Analyst Rating

Company Size

Small Medium Large

Deployment

Cloud On-Premise

Platform

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Why We Picked Taleo

User reviews of Taleo paint a picture of a powerful talent management suite capable of streamlining recruitment processes and improving candidate experience. However, its strengths come with some limitations, prompting users to weigh its advantages against the competition. Many users praise Taleo's ease of use and comprehensive features, citing it as a significant improvement over other platforms like Workday and Greenhouse. The automated workflows and data-driven insights are particularly lauded for saving time and providing valuable recruitment intelligence. However, some users note a steeper learning curve compared to simpler solutions like BambooHR, emphasizing the importance of adequate training and support. One user states, "Taleo has helped us reduce our time to hire by 25%. The automation features are great, and we're able to get more qualified candidates in the door." However, another user expresses a concern, stating, "The platform can be overwhelming at first, especially if you're not familiar with similar systems. Training is crucial." Another recurring theme is Taleo's mobile accessibility, which users find crucial for engaging candidates and managing the hiring process on the go. A user highlights, "The mobile app is a game-changer. I can review applications and interview candidates from anywhere, which is incredibly convenient." However, some users lament the lack of certain features available only on the desktop version, highlighting the need for further mobile development. Ultimately, user reviews reveal Taleo's strengths in streamlining recruitment, enhancing candidate experience, and providing data-driven insights. While its complexity may be a hurdle for some, its powerful features and mobile accessibility hold significant appeal for organizations looking to optimize their talent acquisition process.

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Pros & Cons

Streamlined Recruitment Process: Taleo automates tasks and workflows, reducing time to hire and administrative burden.
Improved Candidate Experience: User-friendly interface and mobile accessibility enhance candidate engagement.
Data-Driven Decision Making: Comprehensive reporting and analytics provide valuable insights into recruitment performance.
Scalability and Flexibility: Adapts to growing organizations and diverse recruitment needs.
Enhanced Talent Management: Integrates with other HR systems for a holistic talent management approach.

Complex Interface: Learning curve can be steep, especially for users unfamiliar with similar software.
Customization Limitations: Out-of-the-box features may not be flexible enough for specific workflows.
Limited Mobile Functionality: Mobile app lacks some features available in the desktop version.
Costly Add-Ons: Essential features like social recruiting often require additional fees.
Integration Challenges: Integrating Taleo with existing HR systems can be complex and time-consuming.

Key Features

Recruiting: Facilitate screening interviewing, creating job offers and hiring with the solution’s comprehensive recruiting tools. The system’s data metrics help to inform recruiters on the best hiring choices for the business.
Performance Management: Provide employees with feedback from multiple sources on a variety of topics. The system can track both formal and informal reviews. This gives managers a clear picture of employee strengths and weaknesses.
Employee Lifecycle Management: Build talent profiles to provide insights into employee skills and interests. This can assist managers and employees in collaborating on future career planning and development goals. Employees can look for advancement and development opportunities, while managers can use this tool to create and manage succession plans.
Learning and Development: Managers can develop training curriculums for employees and foster mentorship programs with the learning and development feature. Managers can connect with their colleagues and employees to share learning resources and other content.
Integration: Users can leverage the benefits of this system with other Oracle HCM Cloud solutions. The system can coexist with Oracle E-Business Suite and PeopleSoft.
Configurable Workflows: Configure flexible candidate selection workflows customized to the recruiting process with specific talent requirements.
Quick-filter Technology: Filter the best candidates smartly through innovative quick-filter technology.
Hands-on Configuration Capabilities: Facilitates customization of workflows, data definitions and reporting specific to the user requirements.

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Pricing

License/Subscription Cost	Subscription-based pricing Cost varies depending on the number of modules chosen and the number of users
Maintenance Cost	Cost is additional to the subscription fee Oracle provides ongoing upgrades and customer support through LIfeTime Support Stages for Oracle Products
Installation/Implementation Cost	Cost is additional to the subscription fee Cost varies depending on the number of users, system architecture, implementation scope and complexity, company size, industry, additional applications, add-ons and third-party integrations
Customization Cost	Cost varies depending on the functional requirements or modules added based on business requirements
Data Migration Cost/Change Management/Upfront Switching Cost	Cost varies depending on the current software, amount of data to be migrated, availability of migration tools, the complexity of data and gaps between the existing and new system
Recurring/Renewal Costs	Cost is included in the monthly subscription fee

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Lever

Start Price

^$3,500

Quote-Based

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Deployment

Cloud On-Premise

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Why We Picked Lever

Want to know if Lever can give you an edge in recruitment? Lever, a cloud-based recruiting software, has garnered attention for its comprehensive approach to talent acquisition. Users praise its intuitive interface and robust features, particularly the applicant tracking system (ATS) which streamlines the hiring process from sourcing to onboarding. Lever's talent pool and candidate search engine are standouts, enabling efficient candidate discovery and engagement. Users also appreciate Lever's focus on data-driven insights, allowing for better decision-making and a more strategic approach to recruitment.

However, Lever's pricing has been a point of contention for some users, particularly smaller businesses with limited budgets. Some users also find the number of integrations with other software platforms to be limited, which can hinder seamless workflows. Despite these drawbacks, Lever is generally well-regarded for its user-friendliness, scalability, and focus on diversity and inclusion. The platform's emphasis on data collection and reporting helps organizations identify and address unconscious bias in hiring practices, a crucial aspect of building diverse and inclusive teams.

Lever is best suited for growing businesses that need a robust, user-friendly platform to manage their recruitment process efficiently. Its focus on data-driven insights and diversity and inclusion makes it particularly appealing to organizations committed to building high-performing, diverse teams. However, smaller businesses with limited budgets may find Lever's pricing prohibitive and might need to explore more cost-effective alternatives.

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Pros & Cons

Intuitive Interface: Users praise Lever's clean interface, finding it easy to navigate and use for everyday tasks like managing candidate pipelines and scheduling interviews.
Robust Reporting: Lever offers comprehensive reporting features that provide valuable insights into the hiring process, allowing for data-driven decisions and optimization of recruitment strategies.
Effective Collaboration: Lever facilitates seamless collaboration among hiring teams, enabling efficient communication and streamlined workflows for a more unified hiring process.

Reporting limitations: Users express frustration with the limited reporting functionality, making it difficult to extract specific data and gain insights into their recruitment process.
Lack of customization: Users desire more flexibility in tailoring the platform to their specific workflows and branding needs, finding the current customization options restrictive.
User interface complexity: Some users find the interface less intuitive than desired, leading to a steeper learning curve and occasional difficulty navigating the system.

Key Features

Advanced Analytics: View recruiting metrics centered around the candidate with a single click. Empower users to track the talent pipeline and match the candidates with suitable roles or opportunities. Leverage interactive dashboards and reports to visualize data and make robust decisions. Slice and dice at a granular level to identify trends and answer key questions.
Built-In Reporting: Answer important questions such as conversion rates, source effectiveness and more with built-in reporting capabilities. Explore data visualizations and interactive graphs to gain meaningful insights into the hiring process and share them with hiring managers and executives to facilitate collaboration.
Email Campaigns: Run personalized email campaigns to engage candidates at scale and boost response rates. Add qualified candidates to the campaign and customize send timing. Personalize and automate messages to eliminate manual tasks and increase efficiency and productivity.
Candidate Recommendations: Reconnect with past candidates who fit open roles. Use nurture campaigns to re-open conversations to follow up automatically with the previous applicants. Refine candidate recommendations to select the best applicant for a specific position.
Track and Optimize Sourcing: Track and optimize sourcing activities to get a high-level overview of sourcing results. Gain end-to-end visibility into the sourcing process and gauge reports by role, sender, campaign and more to improve results and replicate best practices. Get answers to specific questions and find useful insights with robust drill-down capabilities.
Candidate Dashboard: Access candidate details, review candidates, schedule or reschedule interviews, leave feedback and more with candidate dashboards. Track progress and drill down into specific candidate applications.
Integrations: Integrate with solutions that support background and reference checks, recruiting, onboarding and more.

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iCIMS

Start Price

^$5,000

Monthly, Quote-based

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Why We Picked iCIMS

ICIMS is a top-rated recruitment system - with satisfied customers, only two ‘cons’ were identified versus five ‘pros’ throughout the review synopsis process. While reporting was reviewed as highly robust, some users complained that custom reports were difficult to create. The system comes with intuitive navigation and top-notch support, but users said customizations can be difficult to manage without prior IT experience and a couple of reviewers mentioned that there are some core recruiting processes that are left out in terms of functionality.

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Pros & Cons

Reporting: The reporting feature is incredibly robust and provides valuable recruiting insights, according to 87% of users.
UE: According to 90% of users who reviewed this pro, the system is easy to navigate and a friendly user experience comes once users are trained up.
Support: About 95% of users who mentioned this pro said customer support is very friendly, helpful and responsive.
Customization: Regarding this feature, approximately 94% of users said that customizations allow users to adapt the system to their needs.
Functionality: According to 80% of users who reviewed this, the system is equipped with robust functionality that can manage the entire recruiting process.

Implementation: Implementation can be complex because there’s a learning curve, according to 67% of users.
Resume Management: According to 100% of users who reviewed this con, the resume management feature poses frequent issues and isn’t the best solution on the market.

Key Features

Google Integrations: Connect with candidates directly through Google. ICIMS connects through the popular search engine, reducing costs and improving the overall applicant experience.
White Labeling: The system supports branding all communication with candidates. Users can also import information from their social media and upload resumes using Google Drive, Dropbox or OneDrive.
Job Posting: Post unlimited jobs across a variety of job boards. One-click posting allows recruiters to easily post jobs on multiple sites to find the best candidates.
Mobile: With the Advanced Communications Suite, recruiters can leverage the benefits of text messaging, live chat and artificial intelligence. This feature allows users to consolidate all communications in one place.
Onboarding: By storing and tracking forms, iCIMS Recruit can automate onboarding. The system also assists with completing I-9’s and e-verify submissions for new hires.
Reporting and Analytics: By providing 360-degree visibility into the recruitment and hiring process, it gives users insights into what processes are working well for the organization and which processes can be improved.

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Pricing

License/Subscription Cost	Subscription-based pricing model Pricing is based on the number of users, number of products and integration with any iCIMS partners
Maintenance Cost	Included in the subscription fee Users can access web-based and phone support five days a week, as well as support via the support site
Installation/Implementation Cost	Users ust pay a one-time setup fee in addition to the subscription fee A dedicated implementation team ensures succcessful roll-out across the organization
Customization Cost	Cost varies depending on the applications adn modules added Provides access to flexible options for customization, which can be done by the users directly or with the help of an iCIMS team
Data Migration Cost/Change Management/Upfront Switching Cost	Cost is based on the amount of data to be migrated, consolidated and validated, plus tthe complexity and availability of migration tools
Recurring/Renewal Costs	Cost is included in the subscription fee

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SuccessFactors Talent Management

Start Price

^$12

Per User, Monthly

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Why We Picked SuccessFactors Talent Management

The solution has an intuitive UI that facilitates ease of use without formal training. It has advanced performance management and goal management features. However, few users faced issues with integration to other modules.

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Pros & Cons

Intuitive UI: The solution has an intuitive user-interface, according to 100% of users.
Performance Management: According to 100% of users who reviewed this pro, it has robust performance management capabilities. It’s easy to generate a performance review and send it across to the team managers.
Goal Management: About 100% of users who mentioned this pro said it has powerful goal management features for all organizational hierarchy levels. The cascading feature allows the manager to create their goals and pass them down to subordinates for goal alignment.
Reporting: Regarding this feature, approximately 60% of users said the ability to create custom reports and share them is extremely beneficial.

Customer Support: According to 75% of users who reviewed this con, it doesn’t possess advanced capabilities to create dynamic reports.
Integration: According to 57% of users who reviewed this con, they faced integration issues with the other modules such as Microsoft Office for better data analysis.

Key Features

Global Job Distribution: Access thousands of job boards, schools, universities and social media networks across the globe and automated rules for job posting
Line-of-Site Sourcing Analytics: Get meaningful insights into recruitment initiatives with drill-downs by source, jobs or time-dimensions. The analytics tool facilitates proactive decision-making and in-depth performance views.
Mobile-First: Deliver a seamless candidate experience on any device in 46 languages across the globe. The flexible mobile application captures relevant candidate data.
Onboarding Portal: Provide a personalized experience for new hires, connect them with peers and access the orientation resources through a robust onboarding portal.
Electronic Forms and E-Signatures: Complete administrative paperwork with electronic forms and e-signatures that guarantee security and data protection.
Compensation Planning: Access real-time information about the highest performers and offer compensation according to performance metrics. This tool mitigates the need to do guesswork and allows users to make smart decisions.

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Pricing

License/Subscription Cost	Based on recurring subscription fee model per user, per year
Maintenance Cost	Included in subscription cost
Installation/Implementation Cost	N/A
Customization Cost	Dependent on functional requirements and specific needs of the organization
Data Migration Cost/Change Management/Upfront Switching Cost	Will vary depending on your current software, amount of data to be migrated, the complexity of the data fields, level of automation and data migration tools to be utilized for transfer of data from the old to the new software
Recurring/Renewal Costs	Recurring subscription fees are charged, which typically includes maintenance, monitoring, upgrades, training and support to the end-user

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Pricing & Cost Guide

See the Price/User for the top applicant tracking systems… plus the most important considerations and questions to ask when shopping.

Buyer's Guide

ATS Software Is All About Streamlining Active Candidate Pipelines

By Saniya Farokhi, Technical Content Writer at SelectHub

ATS Software BG Intro

Unless you're an octopus with eight limbs, sifting through stacks of resumes, cover letters and applicant profiles every time a role opens is a nightmare. Adding fuel to the fire, competition is fierce, and if you’re not quick enough, you’ll lose top talent to your rivals. But all hope isn’t lost. An applicant tracking system, also known as ATS software, can quickly, automatically and easily fix these problems.

Keep reading to find out what an ATS is and how it can benefit your recruitment cycles. We’ll spotlight popular deployment methods, pricing considerations, top-rated vendors and industry trends you need to consider. We’ll also provide tools and resources that you can use to compare the best ATS and make informed software selections. Let’s get started!

Executive Summary

The best ATS software inherently automates talent sourcing, manages job requisitions and reconnects with past applicants.
Hiring teams can publish job posts with ATS software, create career sites, compare resumes and store applicant data in bulk within databases.
ATS software integrates with office applications, social media and job boards with complete access to past data to create a powerhouse of functions.
ATS software allows managers to focus on people-oriented activities since automated features complete repetitive tasks like candidate screening and applicant tracking.
Asking the right questions internally and to ATS software vendors is key to conducting a guided software selection process.

What This Guide Covers

What Is ATS Software?
Deployment Methods
Primary Benefits
Implementation Goals
Basic Features & Functionality
Advanced Features to Consider
Upcoming Trends
Software Comparison Strategy
Cost & Pricing Considerations
Questions To Ask Yourself
Questions To Ask Vendors
In Conclusion
Product Comparisons
Additional Resources

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What Is ATS Software?

Applicant tracking systems, or ATS, are a set of tools that facilitate better control over applicant status by using technology to manage applicant pipelines. The best ATS software offers recruiting teams the tools to oversee and manage every step of the recruitment process.

The system collects and stores everything from screening tests and interviewer notes to critical information about potential hires in databases. It combs through multiple resumes, cover letters and references to present the top candidate quickly and automatically.

Deployment Methods

Choosing a suitable software model is just like finding new talent for a job. It all depends on what’s most important to the company. Multiple factors like speed, scale, style, spending and security come into play. Your choice depends on how well a system aligns with your existing IT infrastructure.

A cloud-based system brings its fair share of advantages, such as accessibility to shared online resources, universal layouts and automatic upgrades. It’s easier to integrate productivity apps with an online ATS and, as a result, expedites response time. It also allows on-demand scalability and lowers maintenance costs.

On the other hand, on-premise software resides on local computers and runs entirely on-site. Maintaining locally-installed systems requires solid in-house IT backed up with secure networks and robust hardware.

Since data protection depends on existing security protocols for an on-premise system, a cloud-based system is the preferred option.

Primary Benefits

As long as you continue to manage recruitment cycles without technological tools, human error will continue to threaten hiring success. Adding andy of the best ATS software to your existing human resource information system (HRIS) allows you to leverage tools designed to reduce easily avoidable oversights and organize hundreds of applicant pipelines without hassle.

Built-in functionalities ensure smooth administrative functions and company-wide efficiency. With that in mind, look at how ATS software can support these initiatives:

Primary Benefits of ATS Software

Unifies Recruiting Activities

It can take a little over two seconds to reorient yourself after toggling between two systems. You might think that’s not too bad. However, according to recent data published by the Harvard Business Review, users switch between apps nearly 1,200 times per day.

Quick math shows that the average user spends four hours a week regaining their bearings when they switch to a new application, spreadsheet or website. Constantly toggling from one datasheet to the next adds to overall stress.

An all-around applicant tracking software can save time and energy by providing a universal view of all your recruiting activities from start to finish.

Improves Recruiter Productivity

Leaving the repetitive tasks to the system frees your team to focus on hiring top talent. Features like internal social spaces, sequenced workflows, automatic task reminders, update alerts and other customizable tools specially designed to reduce manual effort.

If you’re looking to take things up a notch from there, creating a high-functioning ecosystem with the right browser plug-ins and third-party solutions to aid company support even further is simple and easy.

Enhances Outreach

The interconnectedness of global online communities means easy access to larger, more diverse talent pools.

By connecting with multiple job boards and social networks, the best ATS software increases job posts’ reach and visibility to a larger talent pool. You’ll increase the chances of quality candidates applying for jobs in your company through a broad deployment of job posts.

Some intuitive applicant tracking systems monitor campaigns and apply the insight to prioritize only high-performing channels.

Conveys Employer Branding

Just as you evaluate your applicants based on how they communicate and present themselves, your candidates also develop perceptions of your company and culture during the process.

Ensuring that your applicants’ opinions are positive is vital to make a lasting impression. Applicant tracking software helps you make an excellent first impression by incorporating company logos, color palettes and aesthetics into communication channels like career sites and emails.

Using brand elements to convey your company’s tone is instrumental in establishing authenticity and recognition in the eyes of potential hires.

Enables Equitable Hiring

Unconscious bias can work its way into hiring despite the best intentions. We’re only human, and slip-ups can happen. However, by leveraging today's technology, you can ensure that the hiring process is as equitable as possible.

Pew Research Center cites that job seekers want real change, and in their search for greener pastures, they specifically look for workplaces where they’ll feel valued and respected.

Any of the best applicant tracking systems help you take tangible actions to hire people of different ages, ethnicities, genders, cultures and sexual orientations. Developing formal DEI policies that enable impactful decisions is a step in the right direction. According to Culture Amp’s 2022 DEI Workplace report, 41% of companies are already developing such policies to drive real change.

The system lets you source diverse candidates, identify areas of improvement at key stages and take action when DEI metrics drop below the required level.

Many vendors also go the extra mile to empower underrepresented talent groups with unique targeting tools.

Limitations

A comprehensive applicant tracking software is a valuable tool to reduce your workload and achieve your hiring goals. However, no technology is perfect, and ATS is no exception. Losing out on great potential hires because of technology designed to optimize the recruiting process diminishes its overall value.

An informed software selection process is incomplete if you don’t consider the pros and cons of that software.

With that in mind, consider the following ways applicant tracking software falls short:

1. Overlooks Potential Applicants

An ATS will likely overlook great potential hires due to an incorrect choice of keywords. Like most software, ATS heavily relies on data to source talent. In other words, the systems categorically comb through applications based on inputs, and any discrepancies in terms will omit candidates from the race before it’s even begun.

2. Eliminates Unreadable Resumes

While automation is a nifty tool in your tech stack, it can backfire quickly. If applicant tracking software comes across a resume format that it doesn’t recognize, it chooses to eliminate the application from the process. Common unreadable formats include specific document formats, fonts and most, if not all, images.

For that reason, implementing an ATS comes with an opportunity cost: invest more time and effort to scan resumes or save time and effort manually but risk missing out on potential talent.

3. Risks Manipulation

No matter how robust the filtering and scanning technology of the applicant tracking software is, there’ll always be a certain number of sneaky applicants who know how to get past the system. Job seekers optimize their resumes with the right amount of keywords, so their applications appear on shortlists, whether they’re qualified or not.

Since even the best applicant tracking systems can’t identify exaggerated resumes, it’s easier for under qualified candidates to make it through the initial screening, which can ultimately be a waste of time.

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Implementation Goals

Goal 1 Increase Quality Hires	At its core, ATS software uses essential requirements from open posts to classify thousands of resumes to find the most suitable candidate. Adding critical search filters lets you shortlist prospective hires to advance to the next step.
Goal 2 Boost Collaboration	Peak hiring seasons result in overlapping departmental hiring initiatives. Real-time processing and updates keep your team members in the loop throughout the recruitment cycle. Access shared databases, reports, calendars and schedules to track the process with full context.
Goal 3 Automate Workflows	Like many functions in business, the hiring process benefits from specialized technology designed to automate. Free your hiring team from repetitive tasks like recording data. Instead, rely on workflows to reduce human errors and save time.
Goal 4 Improve Employee Retention	Recruitment efforts pay off when employees remain a part of the organization for the long haul. Equip your talent acquisition team to manage retention better and prevent turnover. Source relevant leads and state job requirements while pushing recently opened positions for urgent hiring.
Goal 5 Better Candidate Experience	During the recruiting process, job-seekers will likely develop strong opinions about an organization. A 2021 survey by CareerPlug found that 58% of candidates declined an offer due to poor experience. The best ATS assists you in adopting improved hiring techniques that leave a lasting positive impression on job seekers.
Goal 6 Improve ROI	Screening leads, generating job descriptions, interviewing shortlisted candidates and onboarding new hires are time-intensive and costly activities. Applicant tracking software provides ROI calculations to reduce bad hires, cut external costs, minimize time to fill and increase team efficiency. You can optimize results by measuring the performance of specific sources and devising marketing tactics for high-yielding platforms.

Goal 1

Increase Quality Hires

At its core, ATS software uses essential requirements from open posts to classify thousands of resumes to find the most suitable candidate. Adding critical search filters lets you shortlist prospective hires to advance to the next step.

Goal 2

Boost Collaboration

Peak hiring seasons result in overlapping departmental hiring initiatives. Real-time processing and updates keep your team members in the loop throughout the recruitment cycle. Access shared databases, reports, calendars and schedules to track the process with full context.

Goal 3

Automate Workflows

Like many functions in business, the hiring process benefits from specialized technology designed to automate. Free your hiring team from repetitive tasks like recording data. Instead, rely on workflows to reduce human errors and save time.

Goal 4

Improve Employee Retention

Recruitment efforts pay off when employees remain a part of the organization for the long haul. Equip your talent acquisition team to manage retention better and prevent turnover. Source relevant leads and state job requirements while pushing recently opened positions for urgent hiring.

Goal 5

Better Candidate Experience

During the recruiting process, job-seekers will likely develop strong opinions about an organization. A 2021 survey by CareerPlug found that 58% of candidates declined an offer due to poor experience.

The best ATS assists you in adopting improved hiring techniques that leave a lasting positive impression on job seekers.

Goal 6

Improve ROI

Screening leads, generating job descriptions, interviewing shortlisted candidates and onboarding new hires are time-intensive and costly activities.

Applicant tracking software provides ROI calculations to reduce bad hires, cut external costs, minimize time to fill and increase team efficiency.

You can optimize results by measuring the performance of specific sources and devising marketing tactics for high-yielding platforms.

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Basic Features & Functionality

Keyword Search	Keyword search tools locate particular terms within profiles. Using target keywords adds prerequisites to your searches and targets only the prospects with elements required for the open role. Your quest for an ideal candidate will be accurate and far-ranging.
Job Posting	With an ATS, you can develop and optimize job posts from templates, while automation lets you publish them across job boards, career sites and social media. You can create job posts, spread the word about placement opportunities and measure campaign performance with just a click of a button.
Resume Parsing	The resume parsing tool extracts data on skill sets, qualifications, professional experiences and contact information from various sources and converts it into readable, comparable formats.
API Integration	Managing every integrated application is challenging, even when a single suite supports numerous integrations like office productivity apps, browser plug-ins, and social media. With APIs, all systems co-exist on a standard interface and function with full context.
Scheduling Interviews	Schedule interviews at your convenience with features to adjust and sync planners and calendars with full or varying access to multiple users. Certain vendors also allow integration with third-party interview scheduling software, so your team can continue organizing interviews on a familiar dashboard.
Resume Database	Rely on libraries to store thousands of resumes and candidate profiles. Think of internal databases as digital vaults containing information on every past and present applicant. Allow team members with admin permissions to retrieve relevant documents.
In-depth Analytics	Gain deep insights into applicants' career expertise, demographics and personality. Track and measure the performance of job posts and campaigns to support internal processes.
Security Policies	With great data comes great responsibility. System security is essential when you have access to libraries of sensitive information. Safeguard sensitive information with firewalls, authorization protocols and security practices.
Mobile Functionality	Mobile capabilities benefit candidates and HR teams alike. Hiring managers can keep track of progress and connect with teams from anywhere. Alerts, notifications and text features engage candidates with updates on recruitment status.

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Advanced Features & Functionality

Artificial Intelligence (AI)	With the advancement of AI over the years, an intelligent applicant tracking software modernizes HR by using predictive models and algorithms to establish lean recruiting tactics. AI improves candidate searches, ensures smart evaluation, ranks prospective hires and provides job-success data to support hiring decisions.
Video Interview Integration	Audio-visual cues speak volumes compared to text. You can share video responses with teams to assess candidates' attitudes and personalities. Video solutions, like live and pre-recorded interviews, increase authenticity, resolve misinterpretations and break geographical barriers.
Recruitment CRM	Hiring doesn’t always go according to plan. Just because applicants are a good fit doesn’t guarantee success. Candidate relationship management tools focus on building and nurturing relationships, so when a position is available in the future, you can peer into candidate databases and handpick past applicants who made a mark.
Preboarding Tools	Preboarding is the liminal period before new hires start their first day at the organization. Some of the best ATS vendors provide tools to send offer letters, deploy email reminders and digitally sign documents to facilitate seamless transitions.

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Upcoming Trends

AI Recruiting

AI takes the burden of routine tasks and analytics off recruiters' plates. However, identifying patterns from thousands of input data units, learning from findings and adjusting workflows are powerful abilities that shouldn’t be limited to task automation.

Today, AI is more dynamic than ever through solutions like smart matching technology, chatbot assistants, email automation, talent assessments and applicant ranking.

Using AI is an excellent way of maximizing and optimizing the time spent by your overall workforce, all with just a few clicks of a button and minimal stress.

AI also paves the way for new technologies like machine learning in recruitment. Machine learning analyzes data and algorithms to imitate human learning.

Here are some examples of emerging technologies in applicant tracking:

Automatic candidate matching. Leverage AI-based talent matching algorithms that push the most suitable applicants forward.
People analytics. Improve decision-making by using key metrics and reduce the tendency to depend solely on intuition when making vital hiring decisions.
AI-led talent sourcing. Find and screen candidates based on what matters most — their expertise. Evaluate different talent sources based on the quality of hires and identify top-performing channels.
AI chatbots. Provide better candidate experiences by using AI chatbots to engage applicants and answer frequently asked questions when an HR representative isn’t available.

Smart Recruiter AI Chatbot

Smart Recruiter provides a conversational AI feature to guide candidates through the recruitment funnel and answer FAQs. Source

Jobvite’s Job Seeker Nation Report, which focused on candidate experiences interacting with AI, revealed that 63% of candidates agreed that chatbots improved the process or experience.

Thanks to its ability to improve accuracy and learn from collective insights, AI shows no signs of slowing down anytime soon!

Remote Hiring

Many companies already relied on digital onboarding techniques before the pandemic. However, addressing the face-mask-wearing elephant in the room, the need to safely and remotely manage workforces forever changed how businesses operate.

A recent study by Gallup identified that more than 70 million workers are remote-capable employees and can work from home. Acknowledging that employees can work remotely, more and more businesses are adopting new technology to hire remotely. A Talview survey of 145 companies revealed that 80% of employers already rely on a fully remote hiring process.

Growth of Remote Hiring

With help from modern applicant tracking tools, you can quickly and easily access exponential talent pools from anywhere.

ATS software brings video communications to your tech arsenal, a powerful alternative to on-site interviews that keeps you, your workforce and the applicant as safe as possible throughout the process.

Employee Referral Programs

A referral program is an effective recruiting method where you can encourage existing staff to tap into their social circles and recommend prospective hires on an incentive-per-hire basis. Referred profiles are flagged on the dashboard automatically by the applicant tracking software so team members can elevate those candidates in the process.

More and more ATS vendors support referral program integrations, as 82% of employers report that employee referrals emerged as their top source for generating ROI.

Jobvite Employee Referrals

Jobvite records referral ownership, adds incentive bonuses and automatically fast-tracks hard-to-fill positions. Source

Moreover, an invoked sense of accountability makes employee referral programs a credible source for high-priority positions.

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Software Comparison Strategy

You’re in the first steps of starting the search for the best applicant tracking system for your needs, but what’s the most appropriate way to proceed? Here’s a tip: instead of looking for the best product in the market, look for a product that would work best for you.

Involve Key Stakeholders: Assemble team members by adopting an all-hands-on-deck approach. The solution you implement should benefit those likely to interact with the product extensively.
Conduct Internal Analysis: Start internal conversations surrounding key features that will benefit your company the most. Look for areas of improvement or weak links in your overall recruitment strategy and use your findings to guide your search.
Analyze Your Competition: Evaluate your competitors’ tools to address candidate relationship management needs.
Create a Requirements List: Transform your list of critical components into an actionable plan. Our ATS software requirements template is a quick way to categorize your top features.
Compare Vendors: Ultimately, your choice must check all the items on your ATS features and requirements list. Evaluating your software prospects can help uncover surprising shortcomings and benefits. If you want to turn it up a notch, consider our ATS comparison matrix developed by our analysts for an in-depth evaluation report adjusted to your business priorities.

Still need more information? Our article Software Evaluation Using the Lean Selection Methodology will help you conduct a guided software selection process in nine steps.

Cost & Pricing Considerations

With abundant features to choose from, it can take time to pick a suitable pricing model. To kick things off, start with an internal gap analysis: consider company size, ROI goals, recruiting styles, business ethos and areas of improvement.

If the software has what you’re looking for and is within your budget, those should immediately jump to the top of your list! The good news is that most software options are priced based on the modules you choose.

Pricing also varies from an on-premise system to a cloud system. Brace yourself for a high initial investment cost for on-premise applicant tracking software since an on-site implementation directly depends on the existing state of technical infrastructure. Installing upgrades typically incurs additional fees.

With a cloud platform, since there’s no need for on-site implementation, you pay a recurring monthly or annual subscription fee with occasional enhancements made by the vendor.

Standard additional costs include:

Version upgrades
Add-on capabilities
Implementation and training, particularly for complex software
Additional on-site maintenance

Consider the following points when creating a budget for your requirements to identify the best ATS for your needs:

Pay-per-User/Recruiter Model

This pricing model depends on the number of users with access to the data and control over the system. Vendors typically charge less than $100 a month per recruiter.

Pay-per-Job Opening

Most suitable for small businesses, this model charges based on the number of active job openings and applications. Fees are typically between $5-$20 per posting, and vendors usually don’t charge for archived or stored applications.

Pay-per-Employee

Based on the number of employees in your company. Vendors charge between $4-$7 for small and medium companies, but the pricing can drop considerably for enterprises.

Flat Fee

This model is the most upfront of all the pricing models. You’ll know exactly how much you’ll be spending regardless of the number of users, applicants or employees. While costs may fluctuate based on company size, it’ll be a flat rate.

Typically vendors charge around $350 per month or $4,200 per year.

Free and Open Source

Yes, you read that right. There are free applicant tracking systems on the market. Exciting, right? Although this will be the cheapest option available, these systems come with their flaws. What you pay for is what you get. Expect bare-bones features, little tech support and no customization options. Be prepared to invest money into the program to access more features eventually.

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Questions To Ask Yourself

Asking questions can help you uncover software requirements from which your company will benefit. Use the following questions as a starting point to drive internal conversations during your software search:

ATS Software Key Questions To Ask

What integrations do you require to optimize workflows?
What are your storage requirements?
Do you have any specific requirements for talent sourcing?
What is the geographic scope of your talent hunt?
What customizable features would your team require to increase synergy and productivity?

Questions To Ask Vendors

It’s vital to know the pros and cons of every potential provider. Use these questions as a starting point for conversations with vendors:

About the Software

How well does the ATS integrate into existing systems?
Does the software offer branded career pages?
What are the different plans? Do they differ based on on-premise and cloud deployment?
Which add-on functions require additional payments?
Does the ATS include diversity, equality and inclusion (DEI) tools?
How often is the dashboard updated? Would it lead to downtime?
Which features use AI?
What are the administrative control policies?
How long do resume parsing and data migration take?
Are there any limitations to mobile functionality?

About the Vendor

How comprehensive does this vendor offer the maintenance and support resources?
For a SaaS ATS provider, how and where is the data secured? Do they have any security protocols and SSL encryption certificates to prove?
Does this vendor specialize in serving small, medium or large organizations?
Are there any customer success testimonies associated with this vendor?

Applicant Tracking System Report

Expert recommendations and analysis on the top Applicant Tracking System

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In Conclusion

With ATS implementation, you don’t have to worry about being overwhelmed with tedious responsibilities. You can choose the best ATS software from a diverse selection of vendors that match your budget and specifications. The right system can make a huge difference in your recruiting efforts and empower your team to overcome unique hiring challenges.

Moving forward, consider the following articles to learn more about recruiting top talent.

Product Comparisons

Additional Resources

About The Contributors

The following expert team members are responsible for creating, reviewing, and fact checking the accuracy of this content.

By Saniya Farokhi

Technical Content Writer

Saniya was a Technical Content Writer at SelectHub. With an MBA in Marketing, she found her calling in the world of digital marketing and technical content writing. Her work spanned HR-centric systems like talent management, recruitment and performance management to robust software like ERP and manufacturing systems. When the day winds down, she enjoys taking long walks with her dog or indulging in her artistic side by swapping her keyboard for a pencil. She finds solace in watching the sunset over the beach and appreciates the little things in life.

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Technical Research By Aayushi Kishor Sharma

Senior Analyst

Aayushi Kishor Sharma has been part of SelectHub since 2021, working on categories like HR, EHR and Marketing, for which she also earned an MBA. A self-described "social butterfly," she loves meeting people, exploring and trying new things.

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Technical Review By Jaisri Narasimman

Principal Analyst

A graduate of NTU Singapore, Jaisri Narasimman honed her data mining and curation skills during her post-graduate education, focusing on developing strategies to help businesses make the most of their data. In her role at SelectHub, her research spans categories like HR, CRM and EHR.

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Edited By Joe Evans

Content Editor

Joe Evans is an Editor and Senior Market Analyst at SelectHub. A seasoned professional wordsmith, he has a bachelor's degree in journalism and electronic media and a decade of professional expertise in crafting top-tier digital content for niche online brands. He leads his small yet formidable team in producing helpful, compelling content in vital categories like HR, payroll, talent management, performance management, marketing automation home health, MES. When not editing and writing, he enjoys sports, quality time with family and dogs, and remains constantly in pursuit of something new and interesting to read or listen to.

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