Applicant Tracking Software

Applicant Tracking Software

howtodetails 29 Min Read

Recruiters can use applicant tracking software (ATS) to streamline the entire application management process in a highly competitive employment market. It gives recruiters access to a well-organized database of candidates and job details. The program assists them in collecting and filtering candidate information based on skills and job needs.

ATS provides a user interface that allows recruiters to keep track of all vacant positions in a company’s job vacancies. It also aids in duties like application monitoring, scoring, candidate profiling, and resume processing.

Some of the top Applicant Tracking Software are:


CEIPAL is the most popular applicant tracking system (ATS) for corporate HR and staffing businesses. Through integrated productivity tools, you can manage job requisitions and listings, use AI to find the best possible applicants, and conduct interviews. With CEIPAL ATS’ automatic application tracking, you can keep all of your applicants engaged.

CEIPAL is a pioneering staffing success with its mix of AI-powered & outstanding Value-for-Money Offerings, with over 1000 clients across the Staffing & Recruiting market.

1 to 5 users: $24 per month per user 6 – 50 users: $21 per month per user Users with 50 or more are charged $19 per month.

There is a free trial available.

There is a free version.

  1. TurboHire

TurboHire’s job marketing and human-like AI assist enterprises of all sizes in recruiting and growing quickly. From automated job posting to major job sites to large-scale profile review and engagement with prospects, we’ve got you covered. TurboHire integrates the whole recruiting process into a single platform.

1. Use a job advertisement to increase visibility.

2. Use artificial intelligence (AI) to assess candidates

3. Communicate effectively with applicants

Ideal For: Any company – start-ups, medium-sized businesses, and large corporations – wanting to expand their hiring needs with a degree of human-like cognition for effective talent management.

There is a free trial available.

There is a free version.

  1. Keka

Hiring is not a one-step process; it requires several difficult stages during the journey. Finding the proper personnel is the first step in creating a productive corporate environment. As a result, Keka’s Applicant Tracking System will provide you with fantastic features like multi-platform applicant sourcing, tech assessments, scorecards, and more to help you provide a future-proof recruiting experience.

Keka is an employee experience program that includes payroll, attendance, leave management, and timesheet software, among other things.

There is a free trial available.

  1. Oorwin

Hiring is not a one-step process; it requires several difficult stages during the journey. Finding the proper personnel is the first step in creating a productive corporate environment. As a result, Keka’s Applicant Tracking System will provide you with fantastic features like multi-platform applicant sourcing, tech assessments, scorecards, and more to help you provide a future-proof recruiting experience.

Keka is an employee experience program that includes payroll, attendance, leave management, and timesheet software, among other things.

There is a free trial available.

  1. TalentRecruit

The most complete AI-powered recruiting and onboarding automation tool on the market. Our cutting-edge ATS is powered by unrivaled Machine Learning capabilities that rank each prospect and auto-suggest the best match candidates, assisting organizations in identifying, assessing, engaging, and onboarding the greatest personnel. With our end-to-end enterprise-ready and SME-friendly hiring platform, you can build world-class teams.

Small, medium and large businesses in every industry can benefit from our enterprise-ready employment platform. AI-driven HR technology that serves as a business enabler for staffing and recruitment firms of all sizes.

There is a free trial available.

  1. Teamtailor

Recruiting and candidate monitoring software. The current approach to attracting, developing, and hiring elite personnel. Focusing on what matters most – your candidates – will help you grow quicker. Designed to assist recruiters and HR managers in tracking job applications, this tool will help you build your employer brand while also revolutionizing your recruiting process. Use innovative features like automatic triggers, anonymous hiring, GDPR compliance, and a simple, dynamic career portal.

200,000+ individuals and 4,000+ businesses of all sizes and industries love it. We’ll assist you in attracting more prospects, developing your talent pool, and making more informed recruiting decisions.

The annual cost starts at $1,200. There is no restriction to the number of users. There are an infinite number of job vacancies. There is no restriction to the number of candidates. 

There is a free trial available.

  1. Zoho Recruit

With Zoho Recruit’s application tracking system, you can move top-quality prospects through your recruiting process. Using a single interface, organize and manage all of your job opportunities, resumes, applicants, clients, and contacts, and improve your talent pipeline with custom automation, AI, and analytics.

Internal HR teams, Staffing Agencies, Recruitment Agencies, Corporate HR, Recruiting, and Staffing Professionals will benefit the most from this resource.

15-day trial period Standard Edition – $25/recruiter/month Free Edition – $0 Professional Edition – $50/month per recruiter Enterprise Edition – $75 per month per recruiter Subscriptions are offered on a monthly and annual basis.

There is a free trial available.

There is a free version.

  1. ZingHR

ZingHR has been a leading force in assisting businesses in moving beyond automation and delivering a solution that has the potential to directly improve Business Outcomes and Employee Experience. ZingHR strives to be employee-centric and mobile-first. An enterprise HCM platform for the betterment of the workforce, spanning the whole spectrum from onboarding to exit and beyond, regardless of regional borders.

The monthly cost of ZingHR starts at $2.00 per user. There is no free version available. A free trial of ZingHR is available.

  1. Conrep

PSA software from Conrep provides an end-to-end solution for consulting, staffing, recruitment, and professional services firms. Conrep helps you optimize every part of your business, including productivity, tracking, and control. Its simple-to-implement, web-managed system improves corporate efficiency, resource utilization, team collaboration, and individual accountability and productivity.

RPO Project Management VMS is ideal for staffing and consulting firms, as well as professional services organizations.

The cost per user each month starts at $40.

  1. Freshteam

Freshworks’ Freshteam is a simple, easy-to-use, and economical HR software that lets you recruit, onboard, and manage employee information, as well as manage time off and offboarding operations. It allows you to recruit top talent using a variety of channels, including a career site, job boards, social media platforms, and emails, as well as interview and hire superstars and onboard them. HR may also manage employee time off, generate a personnel directory, and develop organizational charts.

Freshteam’s monthly price starts at $75.00. A free version is available. A free trial is available from Freshteam.

Applicant Tracking Software Buyers Guide

Are you searching for a system to track applicants? There are several alternatives available. So, how can you figure out which one is best for you? When comparing different ATS providers, what should you look for?

Because the applicant tracking system (ATS) is the lifeblood of today’s staffing organization, it’s critical to make the right choice.

That is why we have come. To help you identify the right applicant tracking system for your needs, we’ve put up a comprehensive guide.

What is the Applicant Tracking Software?

Do you hire people using Excel or other spreadsheets? It’s time to say goodbye to spreadsheets. Although Excel and other spreadsheet tools are important, they were not designed with the needs of a hiring firm in mind. As a consequence, you’ll frequently waste time and potential money in the long run, and you won’t be able to adapt as your company grows.

An applicant tracking software (ATS) automates a company’s recruitment and hiring processes while also serving as a central repository for candidate data, such as resumes and applications. An applicant tracking system (ATS) is designed to assist you in better managing every stage of the hiring process, from application to hire, while increasing overall efficiency.

A contemporary applicant tracking system takes care of all the tedious activities, such as job posting and career site administration, as well as applicant selection and interview administration.

Who makes use of applicant tracking software?

  • Recruiters who work for themselves
  • Staffing agencies
  • Companies that specialize in executive search Large corporations
  • SMBs (Small and Medium-Sized Enterprises) (SMB)
  • Typically, the human resources department or a recruiting manager is in charge of the application monitoring software.

Why Should You Invest in an Applicant Tracking Software?

To manage the candidate-driven workforce landscape, an ATS is more important than ever. It will improve your workflow to make it more efficient at each level of the applicant lifecycle, reducing the amount of time your recruiters spend on each step.

An applicant tracking software (ATS) makes it simpler to source and identify applicants, removes time-consuming and repetitive manual chores, enhances the candidate experience, allows recruiters to make better judgments, and allows more time for the most important duties.

94 percent of recruiters and hiring managers feel their applicant tracking system (ATS) or recruitment software has improved their hiring process.

Using an Applicant Tracking System (ATS) has helped 86 percent of recruitment professionals hire quicker. And, according to 78 percent of them, it has increased the quality of people they recruit.

Applicant tracking systems are used by more than 98 percent of Fortune 500 firms (ATS).

Companies with a lot of money utilize applicant tracking systems.

An ATS may save a small business up to $10,000.

Companies of all sizes are now investing in applicant tracking solutions to better manage not just their candidate databases, but also their end-to-end recruiter processes.

Here are some of the immediate advantages of employing an ATS:

  • An ATS is a long-term investment that increases your business while also growing with it.
  • An applicant tracking system (ATS) will automate formerly manual activities, freeing up time for your hiring staff to focus on your applicants.
  • Do you want candidates who are more cheerful? An applicant tracking system (ATS) will enhance the candidate experience.
  • A smart applicant tracking system (ATS) will keep track of all of your company’s communications with a candidate.
  • Employer branding efforts may be measured, analyzed, and improved using ATS.

Understand Your Recruiting Challenges and Requirements

Whether you’re searching for your first applicant tracking system or a more sophisticated online application tracking system, all new technology search begins with a major question: What are your recruiting issues and needs?

To get you started, here’s a list of the most common recruitment issues:

  • Responses to job advertisements that are of poor quality
  • Employees aren’t interested in recommending applicants.
  • Employees aren’t posting job openings on their social media pages.
  • There is no convenient way for candidates to apply, and there is no mechanism to assess the quality and efficiency of sourcing.
  • There is no intelligence mechanism in place to track possible future candidates.
  • Poor career page and application procedure, as well as a clumsy interview scheduling system
  • Decisions/offers are not properly documented.
  • Screening and processing of resumes by hand
  • There are no recruitment metrics or comprehensive statistics available.
  • Getting suffocated by papers and spreadsheets
  • There isn’t enough time to respond to each application individually.
  • Posting job openings to several job boards manually
  • The interviewing procedure must be improved.
  • Questionnaires or exams for pre-screening

The first step in the ATS selection process is to identify your pain points. Here’s a brief checklist to help you figure out what you need:

Step 1: Examine your hiring procedure.

  • Make a list of the steps in your recruitment process.
  • How often do you carry out these procedures?
  • Do you utilize any third-party resources, such as job boards or social media, in your job search?

Step 2: Figure out what you’re missing right now.

  • What are your most vexing problems?
  • When it comes to hiring, where does your team spend the most time?
  • What more things would you want to see?

Step 3: Make a wishlist in ATS.

  • What would your ideal ATS entail?
  • Which qualities are essential, and which are merely nice-to-haves?
  • Share this list with potential ATS suppliers so they can better understand your requirements.

Step 4: Who should have access to the ATS?

  • How many individuals will be required to use the system?
  • Which employees in your company should have access?

Step 5: Make a financial plan.

  • How much money do you have set aside for an applicant tracking system?
  • Keep in mind any funding you may want to set aside for future integrations as your company expands.
  • Do you already pay for job postings or staffing agencies?

What Features Do You Need to Look For?

During your examination, we urge that you keep the following items in mind:

  • Data Capture That Is Automatic

Working with applicants and earning money takes up less than half of a staffing professional’s time. Instead, manual administrative activities take up the majority of their day, Application Development Software


All of your company’s hiring and recruiting actions will be automatically captured by the top applicant tracking systems. This frees up time for other tasks such as finding prospects and maintaining connections.

Consider the Fitbit as the most well-known example. It records all of your activities without having you type anything while you go about your day. And then uses that information to provide you with insights so you may achieve your health and fitness objectives.

An ATS functions in the same way. Your company’s recruitment activities, including applicant interactions, are automatically tracked, allowing you to gain a better understanding of your business without wasting time manually inputting data.

  • Predictive Intelligence

You can manage your contacts using email or a spreadsheet, but those tools are just good for storing data. An ATS with predictive intelligence approaches your applicants in a forward-thinking manner.

Predictive intelligence will alert your recruiters to issues before they become serious, allowing you to avoid being caught off guard by a dissatisfied prospect. This allows you to make better time management decisions, such as prioritizing accounts that require immediate attention and reaching out to individuals who are ready to be redeployed.

  • Messaging through text

Recruiters aren’t the only ones that are always on the phone. Text messages are becoming more popular as a method of contacting candidates. Look for an applicant tracking system (ATS) that allows you to send text messages to candidates straight from the system.

  • Security

Large amounts of data about you, your applicants, and your clients are stored in your customer records. Your company’s reputation might be harmed if your databases are hacked. Look for an ATS supplier with a solid security track record. By encrypting data transfers and restricting the amount of personal information that may be acquired, the provider should demonstrate a consistent effort to maintain security.

  • Flexibility

The finest applicant tracking systems are adapted to the demands of staffing firms, however, no solution can be fully matched to your company’s needs. And as your company expands, your requirements will most certainly change.

Look for an ATS that will grow with you and adapt to meet your changing demands. Choose an ATS that allows you to configure it using open application programming interfaces (APIs), so you can make it fit your workflow perfectly.

  • Integrations 

3 key points to consider in integration

E-mail: Is it Gmail or Outlook that you use for email? Do you check your email on a regular basis? If that’s the case, seek an ATS that works with these popular email services.

You may access your email inbox straight within your ATS thanks to email integration. From client emails, you should be able to simply scan resumes, make notes, and establish new tasks and appointments.

Job Boards: Using job board connectors, you can create job listings, search for applicants, add candidates straight to your ATS, and measure metrics. It saves you time and streamlines a process that might otherwise take a long time.

LinkedIn: Seek for an ATS that integrates seamlessly with LinkedIn so that you can speed your recruiters’ process, eliminate clicks, and give a constantly up-to-date picture of applicant information on LinkedIn. It will save you time that would otherwise be spent switching between windows or adding candidates to your database.

  • Reporting

 It might be difficult for businesses to obtain basic information about their employment process. An applicant tracking system (ATS) should have built-in reports that provide everyone with a front-row seat to the recruiting process. At its most basic level, this involves presenting a full picture of all candidates who have been considered for a position, including results from phone screenings, interviews, take-home exams, and previous rejections or offers, as well as a timetable of future hiring activities.

Before you buy, here are some questions to ask your ATS provider

Before you buy, here are some questions to ask your ATS provider.

What Should You Ask Your ATS Provider?

Before purchasing the finest applicant tracking software, it’s critical to ask the proper questions. Here are some questions to ask potential providers when choosing an ATS to get you started.

1. How many active clients do you have on your ATS platform?

2. Based on revenue and number of users, what market size is optimum for firms utilizing your platform?

3. Make a list of three of your main rivals.

4. Do you have any successful client case studies?

5. Is your ATS compatible with mobile devices?

6. Can the ATS solutions be tailored to my needs? Please elaborate.

7. How do you set your product out from the competition?

8. What are the most important features of your ATS?

9. Is there a workflow specified in your ATS?

10. Do you use predictive intelligence in your ATS?

11. Is it possible to see email activity in the ATS?

12. Does your ATS keep track of email communications automatically?

13. Do you provide a free trial period?

14. Do you provide a free trial of all of your ATS features?

15. Do I need to sign up for a free trial using a credit card?

16. What job boards can you link with your applicant tracking system?

17. Can you connect third-party time and cost tools with your ATS?

18. Can your ATS interface with major email applications?

19. Do you have any third-party onboarding tools that you can connect with your ATS?

20. Can your ATS be connected with background screening tools or partners?

21. What is the status of your social media integration?

22. Can data be transferred into standard formats for use in other HR tools or systems for analysis?

23. Is it possible to customize these reports?

24. What kind of reporting is available in the recruiter and manager dashboard views?

25. What essential metrics does your ATS automatically keep track of?

26. How long does it take to train new recruiters?

27. Do you provide new user training?

28. Are there any ongoing resources for learning about and utilising the ATS?

29. How often do you add new features or capabilities to your system?

30. How frequently do you upgrade your system?

31. Has your ATS received any awards or accolades?

32. Does your ATS include any features that aren’t seen in other systems?

33. Is your user interface simple to navigate?

34. Is it possible to modify fields and workflows? 34.

35. Is it possible to record and find follow-up contacts, emails, and notes?

36. Is the system a real-time system?

37. What security measures do you employ?

38. Do I retain complete control over my data?

39. Do you use an on-premise or cloud-based ATS?

40. How long will the information be kept?

41. How long do you keep your data?

42. Do you give on-demand or live training support?

43. Is customer service available 24 hours a day, 7 days a week?

44. What is the best way for me to contact you if I have a problem?

45. Do you have a free resource or knowledge base?

46. Do your plans allow for the addition of an endless number of team members?

47. What is the maximum number of current job opportunities I can have?

48. Do you have any price schemes (pay per user, pay per position, or free forever)?


  1. What is the best way to locate a good applicant tracking software?

It’s now easier and faster to choose the finest Applicant Tracking System for your company! To choose the best software, compare costs, reviews, features, and get a free consultation.

  1. What are some of the advantages of using an ATS?

The following are some of the most significant benefits of applicant tracking systems:

– Improve the applicant experience – Hire more quickly

– Reduced hiring costs – Increased business branding – Effective applicant sourcing

  1. What exactly does resume parsing imply?

This refers to the capacity of the ATS to retrieve critical information from resumes. One applicant’s talents may be listed at the conclusion of their resume, while another’s skills may be integrated into their experience section. CV parsing enables ATS to recognize these talents regardless of where they appear on the resume, ensuring that all candidates are treated equally.

  1. Is an ATS required for an SME?

You could assume that ATS isn’t necessary for your present demands as a small business owner. On second thinking, tiny businesses may require it even more than giant corporations.

Consider this: an applicant tracking system (ATS) accelerates your hiring process by automating several time-consuming procedures such as:

  • Sending personalized emails
  • Managing and storing applications
  • As well as tracking and managing applicants as they progress through the employment process.

Furthermore, those applicant tracking solutions include reports that you may not be able to generate on your own. There are many capabilities for optimizing the company’s recruitment operations depending on the ATS provider.

All of this automation isn’t even an expensive service; there are applicant tracking system providers that provide packages customized specifically for small businesses budgets.

  1. What Is An Applicant Tracking Software and How Does It Work?

It is dependent on the type you intend to employ. When it comes to cloud-based HR software, your ATS is centrally located for all employees and can be accessed by just logging in and pressing a few keys. When you use the right software, such as Personio’s, you get access to a dashboard that gives you all the information you need at a glance.

You’ll be able to keep track of candidates, their current stage, and what needs to happen next in real time. It’s all there at a glance, and you can even transform hopefuls into workers with a single click.