The expertise acquisition course of can differ tremendously relying on whether or not you’re half of a giant inner expertise acquisition crew or are a one-person crew. Nonetheless, one facet groups of all sizes actually have in frequent is your dependence on recruitment expertise—particularly your applicant monitoring system (ATS).
Your ATS empowers you to create and execute a expertise acquisition technique that scales along with your group over time. It means that you can interact with candidates, determine areas for progress, persistently enhance new rent high quality, and far more. In reality, the perfect applicant monitoring techniques have improved 94% of recruiters’ hiring processes.
That mentioned, recruitment software program isn’t a one-size-fits-all software, and it’s a major funding in your group. That you must analysis the obtainable choices and discover the platform that greatest accommodates your distinctive wants—which is the place this information is available in. Let’s discover the ins and outs of applicant monitoring techniques, resembling:
With out additional ado, let’s study options to search for and easy methods to undertake new software program earlier than evaluating the perfect applicant monitoring techniques obtainable as we speak.
What’s an applicant monitoring system?
An applicant monitoring system is a software program answer that helps recruitment groups handle the hiring software program from begin to end. It serves as the inspiration of any efficient, modernized expertise acquisition technique.
One of the best ATS could have capabilities resembling:
- Computerized resume scanning. Resumes are essential for candidates to get their foot within the door. An ATS can streamline the method so you’ll be able to advance candidates with out poring over every particular person resume.
- Collaborative interface. Whether or not you’re employed for a small group or a big firm, you collaborate with many individuals to recruit new crew members—a few of whom won’t even be in your expertise acquisition crew. Select an ATS that means that you can tag different crew members, add notes to candidate profiles, and work collectively to advance individuals by the funnel.
- Customizable workflows. Each group’s recruitment course of is exclusive, so your digital interface to handle it must be as effectively. Guarantee your ATS can assist your particular wants and processes.
- Interview scheduling. Scheduling an interview with simply one candidate will be difficult—now think about manually including dozens of candidates to your interview schedule! Happily, an ATS can discover the optimum time for each interview primarily based on every candidate’s availability and stop inner scheduling conflicts.
- Variety, fairness, and inclusion (DEI) instruments. ATS can mitigate the influence of unconscious bias on the hiring course of by mechanically eradicating demographic data, serving to you domesticate a extra numerous and modern crew.
- Knowledge assortment and reporting. View your expertise pipelines and create the {custom} stories it’s worthwhile to make knowledgeable choices for organizational progress.
- Compliance and safety. Managing every candidate’s private information is your duty to construct belief with them and defend your group’s popularity. Analysis information safety necessities in your state and nation and make sure that your ATS aligns with them.
What are the advantages of utilizing the perfect applicant monitoring system?
Adopting an ATS is a major funding of money and time, so it is best to perceive the entire potential advantages earlier than making a call. Listed below are among the important benefits of adopting an ATS, each for recruiters and candidates:
For Hiring Groups
- Unifies candidate information. Manually looking for and compiling candidate information is essential, nevertheless it may also be tedious. With centralized candidate databases, you’ll be able to pull the knowledge you want in a fraction of the time and create extra complete stories.
- Streamlines duties. Generally, workflow administration is a ache level for any nuanced crew operation. An ATS can deal with many menial duties, permitting your crew to extend your hiring capability.
- Improves communication. Individually reaching out to every candidate isn’t solely unnecessarily time-consuming but in addition extra vulnerable to human error. Automate your communication with an ATS, and by no means fear about any data falling by the cracks once more.
For Candidates
- Will increase transparency. The hiring course of is as a lot about your candidates attending to know your group as it’s about you studying about them. An ATS ensures that candidates have a direct line of communication with the hiring crew, guaranteeing no questions go unanswered and making them extra prone to proceed by the hiring course of.
- Enhances function matching. Your group might need a number of open roles, and it may be troublesome to gauge which function every candidate is greatest suited to from a standalone job posting. Resume parsing expertise can match candidates with the perfect roles for them, bettering total candidate satisfaction.
- Is accessible on the go. Your candidates are probably busy, and it’s as much as you to maintain up with them. An ATS with a cellular app ensures that they will actively take part within the hiring course of wherever they’re, each time they should.
What different expertise acquisition expertise is necessary to make use of?
Whereas this information focuses on applicant monitoring techniques, you must also perceive the complete expertise acquisition expertise panorama to tell your recruiting technique. Let’s take a look at another varieties of software program and digital instruments that it is best to know.
Expertise Acquisition Software program
Expertise acquisition software program options are complete platforms constructed particularly for recruitment wants. Some examples of one of these software embrace:
- Candidate relationship administration (CRM). Deliberately prioritizing candidate relationships is important for holding them engaged in your hiring course of. CRM software program is constructed for simply that—it retains candidates interested in segmenting communication, creating nuanced expertise swimming pools, and extra.
- Worker referral software program. Referred staff comprise a whopping 30% to 50% of all new staff, making referral applications important for high-growth organizations. You can even leverage this sourcing methodology to have interaction present staff by rewarding them for every profitable referral. This software program helps you observe every new rent and their referrer so you’ll be able to distribute incentives and observe sourcing information.
- DEI software program. As beforehand talked about, DEI software program removes figuring out data from candidate resumes. It could additionally assist your efforts by detecting biased language in recruitment advertising and marketing supplies and reporting hyper-specific DEI information.
Expertise Acquisition Instruments
These instruments differ from the aforementioned techniques as a result of they aren’t made for recruitment however can nonetheless complement your processes. Listed below are some examples from Lever’s information to recruiting instruments:
- Inside communication instruments (like Slack) help you contact and obtain messages out of your crew members immediately.
- Video interviewing software program (like BrightHire) gives a user-friendly interface to conduct dwell or asynchronous interviews.
- Aptitude evaluation platforms (resembling Bryq) allow your group to conduct and accumulate actionable insights from candidate competency checks.
- Recruitment analytics and writing software program (resembling Datapeople) empower your crew to optimize hiring posts with AI-powered ideas and collaborative modifying suites.
15 Greatest applicant monitoring techniques
Now that you simply perceive the fundamentals of applicant monitoring techniques, let’s assessment the highest choices available on the market:
Greatest applicant monitoring system total: Lever
What’s Lever?
Lever is the highest ATS and CRM software program answer constructed for mid-sized organizations. This all-in-one software empowers mid-sized organizations to compete with bigger manufacturers for the highest expertise within the {industry} and obtain their progress objectives.
Why Lever is the perfect applicant monitoring system
Merely put, Lever is the standout, all-in-one recruitment system that offers you essentially the most bang in your buck. Simply check out all of those industry-leading options:
| Answer | Capabilities |
| Variety, Fairness, and Inclusion | Customizable candidate suggestions surveys Experiences filtered by race, ethnicity, gender, and different demographics |
| Reporting and Analytics | Visible Insights, a dynamic, configurable dashboard expertise that means that you can visualize important recruiting metrics Observe information like candidate pipeline phases, job-posting engagement, supply acceptance charges, and extra |
| Excessive-Quantity Hiring | Candidate profiles that centralize necessary demographic data Lever’s Automation Hub, which boosts capability by automating actions like archiving, tagging, emailing, and advancing candidates |
| Recruitment Advertising and marketing | Lever’s Superior Nurture, which empowers extremely customized, one-on-one communications with candidates Candidate Texting, which lets you attain candidates each time and wherever Profession Web site Builder, which lets you launch a custom-branded job posting web site |
Don’t simply take our phrase for it—Lever has empowered the next firms to attain their dream groups:
How you can get began with Lever
Lever has helped its greater than 22,000 prospects recruit 600 million individuals. You will be subsequent by contacting product consultants for a demo.
Jobvite
Jobvite
- Very best use case: Jobvite is an all-in-one ATS, CRM, and HR administration software program that’s greatest for giant enterprises with complicated hiring wants.
- Strengths:
- Complete assist instruments
- Extremely customizable interface
- Integration with CRM instruments to nurture candidates
- Particular modules for inner recruiting
- How you can get began:
JazzHR
- Very best use case: JazzHR is an ATS and CRM suited to organizations with extra simple hiring wants, resembling small companies and nonprofits.
- Strengths:
- Accessible pricing, beginning at $75/month
- Function-rich, offering a excessive ROI relative to its low value
- Limitless candidate report storage
- Straightforward-to-read information reporting for brand spanking new recruiting professionals
- How you can get began:
- Click on right here to see a demo of JazzHR from shopper consultants.
BambooHR
- Very best use case: BambooHR is an ATS and onboarding platform that’s greatest for mid-sized companies in search of HR administration and recruitment options.
- Strengths:
- HR and onboarding options, resembling time monitoring and paid time without work administration
- ATS operate integrates seamlessly with HR instruments
- Cell app for on-the-go recruitment groups
- Weaknesses:
- Some customers say that consumer expertise updates are too rare, making navigating the platform tiresome.
- Although BambooHR has an ATS, its important providing is HR administration, making it a much less specialised alternative for organizations in search of a standalone ATS.
- How you can get began:
- Get a free trial of BambooHR right here.
Zoho Recruit
- Very best use case: Zoho Recruit is an ATS made for smaller organizations.
- Strengths:
- Inexpensive value level for recruitment organizations
- Non-compulsory integration with Zoho’s workflow administration system and CRM
- Automated resume parsing
- Job posting template creation
- Weaknesses:
- Customers report that Zoho customer support will be missing and the software program design is low-quality.
- How you can get began:
- Request a free demo for Zoho Recruit right here.
Bullhorn
- Very best use case: Bullhorn is an ATS and CRM system designed for devoted recruitment groups or staffing companies.
- Strengths:
- Constructed for organizations with a excessive recruitment capability and complicated wants
- Customers are happy with Bullhorn’s UI and interface
- AI-powered instruments (like Copilot) enhance effectivity and effectiveness
- Weaknesses:
- Customers have reported lackluster customer support and implementation assist from the Bullhorn crew.
- How you can get began:
Recruitee
- Very best use case: Recruitee is an ATS greatest suited to organizations with extra simple hiring wants that need a team-focused expertise.
- Strengths:
- Extremely-customizable recruitment workflows
- Collaborative instruments
- Integrates with many third-party instruments
- Weaknesses:
- Some customers say that they misplaced candidate information whereas exporting it to a different system.
- Recruitee’s customer support has been criticized by some customers for counting on chatbots.
- How you can get began:
- Strive Recruitee free for 18 days right here.
Comeet
- Very best use case: Comeet is an ATS made for small to mid-sized organizations that want extremely collaborative options.
- Strengths:
- Out-of-the-box performance
- Responsive buyer assist and in depth assist sources
- Easy but complete dashboard setup
- Weaknesses:
- Some customers say that Comeet is best suited as a pipeline visualization software than a candidate database.
- How you can get began:
Loxo
- Very best use case: Loxo is an ATS and expertise intelligence software for recruiters, staffing companies, and different hiring operations.
- Strengths:
- AI-powered sourcing ensures excellent function matches
- ChatGPT integration to fine-tune job postings
- Capability for high-volume recruitment operations
- Built-in CRM for extra knowledgeable decision-making
- Weaknesses:
- As a large-scale software program, Loxo will be fairly costly, particularly with paid add-ons.
- How you can get began:
- You will get began with Loxo at no cost right here.
Pinpoint
- Very best use case: Pinpoint is an ATS created for mid-sized to giant organizations’ in-house recruiting groups.
- Strengths:
- Advertising and marketing options assist customers enhance employer branding
- Sturdy analytics and reporting options
- Trendy, streamlined interface and look
- Weaknesses:
- How you can get began:
- Watch a demo of Pinpoint right here.
JobAdder
- Very best use case: JobAdder is an ATS and CRM software program greatest suited to recruitment companies and staffing corporations which have sturdy hiring wants.
- Strengths:
- Extremely-customizable and scalable for bigger operations
- Integrates with recruiting instruments like MailChimp and Xero, in addition to greater than 200 job boards
- Provides high quality coaching sources, resembling “how-to” movies
- Weaknesses:
- Customers report unresponsive buyer assist and an inconsistent UI.
- How you can get began:
- Request a free demo of JobAdder right here.
Trakstar Rent
- Very best use case: Trakstar Rent is an ATS made for rising firms trying to enhance their recruiting strategy.
- Strengths:
- As a part of the Trakstar Suite, it integrates seamlessly with Trakstar Study and Trakstar Carry out
- Intuitive interface and consumer expertise
- Implements HR-focused options, like supply administration
- Weaknesses:
- Customers report that the system is greatest for under hiring one particular person at a time.
- How you can get began:
- Click on right here to request a dwell demo of Trakstar Rent.
Jobsoid
- Very best use case: Jobsoid is an ATS and CRM software program constructed for small- to mid-sized firms who need to ramp up their hiring.
- Strengths:
- Free plan obtainable that helps one job posting and one consumer account along with extra sturdy paid plans
- Cell-friendly
- Very user-friendly, particularly for brand spanking new recruitment groups
- Weaknesses:
- Primary reporting options that don’t convey as many actionable insights or traits.
- How you can get began:
- Guide a free trial of Jobsoid right here.
TalentLyft
- Very best use case: TalentLyft is an ATS, CRM, and recruitment advertising and marketing platform made for small and mid-sized organizations.
- Strengths:
- Inexpensive value level
- Recruitment advertising and marketing suite helps hone in on overarching traits
- Customizable and collaborative workflows
- Weaknesses:
- Although it’s inexpensive, you don’t get as a lot bang in your buck as different techniques by way of what number of energetic postings and consumer accounts you’ll be able to have.
- How you can get began:
- Click on right here to begin your free trial of TalentLyft.
Ceipal
- Very best use case: Ceipal is an ATS and candidate database for tech-savvy, small to mid-sized organizations.
- Strengths:
- Particular give attention to healthcare recruiting
- AI-driven Ceipal Copilot can pull particular, detailed stories
- Verifies candidate credentials simply
- Weaknesses:
- Ceipal’s sturdy information analytics focus could make the software program difficult for learners to navigate.
- How you can get began:
- Get a demo of Ceipal right here.
How to decide on an ATS
Now that you recognize what the perfect applicant monitoring techniques available on the market are, let’s stroll by easy methods to decide the fitting one for your group.
1. Establish your wants
Like several new organizational course of or exercise, your implementation plan in your ATS must be primarily based in your overarching priorities and objectives. Reply the next key questions throughout this stage:
- Like several new organizational course of or exercise, your implementation plan in your ATS must be primarily based in your overarching priorities and objectives. Reply the next key questions throughout this stage:
- What are your recruitment objectives? For instance, you may need to improve your complete headcount by 10% by the tip of the yr or lower your time to rent by 30%.
- What are your recruitment strengths and weaknesses? An instance of a power could possibly be that your crew is skilled with utilizing applicant monitoring techniques prior to now, whereas a weak point could possibly be that your recruitment price range lately decreased.
- What’s your implementation timeline? Your implementation plan will differ tremendously in case you have six months to arrange your ATS versus in case you have a whole yr.
- What number of crew members will use the ATS? You probably have a devoted recruitment crew, you’ll probably want quite a few seats in your plan, however a company with no recruiter may solely want one shared consumer account.
- How will the ATS issue into your current tech stack? Selecting an ATS that integrates with the instruments you have already got is extra budget-friendly and environment friendly than ranging from scratch.
- What are your candidates’ preferences? Evaluation the candidate suggestions you’ve collected prior to now about your recruitment course of and word any patterns of their responses. As an illustration, candidates might need requested extra constant communication out of your crew, which may point out that you simply want software program with automated messaging options.
2. Analysis your choices
When you’ve decided your priorities, conduct preliminary analysis into the perfect applicant monitoring system in your wants. Listed below are some necessary issues in your search:
- Key options. Does the ATS help you obtain your objectives effectively?
- Consumer expertise. Is the software program simple to make use of, particularly given your crew’s consolation with expertise?
- Pricing or price range. Does the price of ATS licenses, coaching supplies, and dealing with an implementation guide fall inside your price range?
- Customer support. How attentive and useful are customer support representatives?
- Safety and compliance. Does the ATS adjust to all obligatory information safety rules and requirements?
- Integration potential. Does the ATS combine along with your current nonnegotiable options? (Examine easy methods to find integrations beneath)
3. Expertise the answer firsthand
Earlier than you make a ultimate shopping for resolution, leverage free demos or trials for every answer. It’s greatest to create a touchpoint with a product skilled all through the trial course of so you’ll be able to ask questions as they arrive up.
That mentioned, don’t simply depend on product consultants to form your notion of the software program. Learn third-party critiques from tech boards or official assessment web sites so you can also make a well-rounded alternative.
4. Pilot the system along with your crew
It’s the second you’ve been ready for—piloting your chosen ATS along with your total crew! You may expertise some rising pains through the rollout interval as your crew will get used to the brand new expertise, however hopefully, you’ll be comfortably up and working in a number of months.
Nonetheless, if you happen to obtain a number of stories of points and suggestions out of your crew, it might point out that it’s worthwhile to discuss with a product skilled and even pivot to a different answer. Make sure you’ve exhausted your choices earlier than parting methods along with your present supplier, resembling speaking with a third-party software program specialist and your management crew.
Subsequent steps
Selecting and implementing an ATS is a nuanced course of. Even whenever you make a ultimate resolution, there are extra parts to think about all through the rollout stage, such because the long-term way forward for your group. Do not forget that it is a always evolving course of, so be in contact along with your crew as you implement your ATS to make sure all the things goes easily.
