15 Finest Applicant Monitoring Methods to Add to Your Toolkit

The expertise acquisition course of can differ tremendously relying on whether or not you’re half of a big inner expertise acquisition staff 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 together with your group over time. It lets you interact with candidates, determine areas for progress, constantly enhance new rent high quality, and way more. In reality, the most effective applicant monitoring techniques have improved 94% of recruiters’ hiring processes.

That stated, recruitment software program isn’t a one-size-fits-all device, and it’s a big funding on your group. It’s good to 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, equivalent to:

With out additional ado, let’s look at options to search for and undertake new software program earlier than evaluating the most effective applicant monitoring techniques obtainable at this time.

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 muse of any efficient, modernized expertise acquisition technique.

One of the best ATS could have capabilities equivalent to:

• Computerized resume scanning. Resumes are essential for candidates to get their foot within the door. An ATS can streamline the method so you possibly can 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 staff members—a few of whom won’t even be in your expertise acquisition staff. Select an ATS that lets you tag different staff members, add notes to candidate profiles, and work collectively to advance individuals via the funnel.
• Customizable workflows. Each group’s recruitment course of is exclusive, so your digital interface to handle it needs to be as nicely. Guarantee your ATS can help 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 forestall inner scheduling conflicts.
• Range, 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 various and progressive staff.
• Information assortment and reporting. View your expertise pipelines and create the {custom} stories it’s essential make knowledgeable choices for organizational progress.
• Compliance and safety. Managing every candidate’s private knowledge is your accountability to construct belief with them and defend your group’s popularity. Analysis knowledge safety necessities in your state and nation and make sure that your ATS aligns with them.

What are the advantages of utilizing the most effective applicant monitoring system?

Adopting an ATS is a big funding of money and time, so you need to perceive the entire potential advantages earlier than making a choice. Listed here are among the most important benefits of adopting an ATS, each for recruiters and candidates:

For Hiring Groups

• Unifies candidate knowledge. Manually looking for and compiling candidate knowledge is essential, but it surely may also be tedious. With centralized candidate databases, you possibly can pull the knowledge you want in a fraction of the time and create extra complete stories.
• Streamlines duties. Usually, workflow administration is a ache level for any nuanced staff operation. An ATS can deal with many menial duties, permitting your staff to extend your hiring capability.
• Improves communication. Individually reaching out to every candidate isn’t solely unnecessarily time-consuming but additionally extra liable to human error. Automate your communication with an ATS, and by no means fear about any data falling via 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 staff, making certain no questions go unanswered and making them extra prone to proceed via the hiring course of.
• Enhances position matching. Your group may need a number of open roles, and it may be tough to gauge which position every candidate is greatest suited to from a standalone job posting. Resume parsing expertise can match candidates with the most effective roles for them, enhancing total candidate satisfaction.
• Is accessible on the go. Your candidates are possible busy, and it’s as much as you to maintain up with them. An ATS with a cell app ensures that they’ll actively take part within the hiring course of wherever they’re, at any time when they should.

What different expertise acquisition expertise is vital to make use of?

Whereas this information focuses on applicant monitoring techniques, you also needs to perceive the total expertise acquisition expertise panorama to tell your recruiting technique. Let’s take a look at another forms of software program and digital instruments that you need 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 device embrace:

• Candidate relationship administration (CRM). Deliberately prioritizing candidate relationships is critical for holding them engaged in your hiring course of. CRM software program is constructed for simply that—it retains candidates inquisitive about 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 may as well leverage this sourcing methodology to interact present staff by rewarding them for every profitable referral. This software program helps you monitor every new rent and their referrer so you possibly can distribute incentives and monitor sourcing knowledge.
• DEI software program. As beforehand talked about, DEI software program removes figuring out data from candidate resumes. It may possibly additionally help your efforts by detecting biased language in recruitment advertising supplies and reporting hyper-specific DEI knowledge.

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 here are some examples from Lever’s information to recruiting instruments:

• Inside communication instruments (like Slack) mean you can contact and obtain messages out of your staff members immediately.
• Video interviewing software program (like BrightHire) supplies a user-friendly interface to conduct dwell or asynchronous interviews.
• Aptitude evaluation platforms (equivalent to Bryq) allow your group to conduct and accumulate actionable insights from candidate competency exams.
• Recruitment analytics and writing software program (equivalent to Datapeople) empower your staff to optimize hiring posts with AI-powered ideas and collaborative enhancing suites.

15 Finest applicant monitoring techniques

Now that you just perceive the fundamentals of applicant monitoring techniques, let’s evaluation the highest choices available on the market:

Finest 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 device 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 most effective applicant monitoring system

Merely put, Lever is the standout, all-in-one recruitment system that provides you probably the most bang on your buck. Simply check out all of those industry-leading options:

Don’t simply take our phrase for it—Lever has empowered the next firms to realize their dream groups:

Methods to get began with Lever

Lever has helped its greater than 22,000 clients recruit 600 million individuals. You will be subsequent by contacting product specialists for a demo.

Jobvite

Jobvite

• Preferrred use case: Jobvite is an all-in-one ATS, CRM, and HR administration software program that’s greatest for big enterprises with complicated hiring wants. 
• Strengths:
  • Complete help instruments
  • Extremely customizable interface
  • Integration with CRM instruments to nurture candidates
  • Particular modules for inner recruiting
• Methods to get began:

JazzHR

• Preferrred use case: JazzHR is an ATS and CRM suited to organizations with extra easy hiring wants, equivalent to small companies and nonprofits. 
• Strengths:
  • Accessible pricing, beginning at $75/month
  • Characteristic-rich, offering a excessive ROI relative to its low worth
  • Limitless candidate document storage
  • Simple-to-read knowledge reporting for brand new recruiting professionals
• Methods to get began:
  • Click on right here to see a demo of JazzHR from shopper specialists.

BambooHR

• Preferrred 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, equivalent to time monitoring and paid day without work administration
  • ATS perform 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 most important providing is HR administration, making it a much less specialised selection for organizations in search of a standalone ATS.
• Methods to get began:
  • Get a free trial of BambooHR right here.

Zoho Recruit

• Preferrred use case: Zoho Recruit is an ATS made for smaller organizations.
• Strengths:
  • Inexpensive worth level for recruitment organizations
  • Optionally available 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.
• Methods to get began:
  • Request a free demo for Zoho Recruit right here.

Bullhorn

• Preferrred 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 help from the Bullhorn staff.
• Methods to get began:

Recruitee

• Preferrred use case: Recruitee is an ATS greatest suited to organizations with extra easy 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 knowledge whereas exporting it to a different system.
  • Recruitee’s customer support has been criticized by some customers for counting on chatbots.
• Methods to get began:
  • Attempt Recruitee free for 18 days right here.

Comeet

• Preferrred 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 help and intensive help sources
  • Simple but complete dashboard setup
• Weaknesses:
  • Some customers say that Comeet is healthier suited as a pipeline visualization device than a candidate database. 
• Methods to get began:

Loxo

• Preferrred use case: Loxo is an ATS and expertise intelligence device for recruiters, staffing companies, and different hiring operations. 
• Strengths:
  • AI-powered sourcing ensures excellent position 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. 
• Methods to get began:
  • You will get began with Loxo free of charge right here.

Pinpoint

• Preferrred use case: Pinpoint is an ATS created for mid-sized to massive organizations’ in-house recruiting groups.
• Strengths:
  • Advertising options assist customers enhance employer branding
  • Robust analytics and reporting options
  • Trendy, streamlined interface and look
• Weaknesses:
• Methods to get began:
  • Watch a demo of Pinpoint right here.

JobAdder

• Preferrred use case: JobAdder is an ATS and CRM software program greatest suited to recruitment companies and staffing corporations which have strong 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
  • Gives high quality coaching sources, equivalent to “how-to” movies
• Weaknesses:
  • Customers report unresponsive buyer help and an inconsistent UI.
• Methods to get began:
  • Request a free demo of JobAdder right here.

Trakstar Rent

• Preferrred use case: Trakstar Rent is an ATS made for rising firms trying to enhance their recruiting method.
• Strengths:
  • As a part of the Trakstar Suite, it integrates seamlessly with Trakstar Be taught and Trakstar Carry out
  • Intuitive interface and consumer expertise
  • Implements HR-focused options, like provide administration
• Weaknesses:
  • Customers report that the system is greatest for less than hiring one particular person at a time.
• Methods to get began:
  • Click on right here to request a dwell demo of Trakstar Rent.

Jobsoid

• Preferrred use case: Jobsoid is an ATS and CRM software program constructed for small- to mid-sized firms who wish to ramp up their hiring. 
• Strengths:
  • Free plan obtainable that helps one job posting and one consumer account along with extra strong paid plans
  • Cell-friendly
  • Very user-friendly, particularly for brand new recruitment groups
• Weaknesses:
  • Primary reporting options that don’t convey as many actionable insights or traits.
• Methods to get began:
  • E book a free trial of Jobsoid right here.

TalentLyft

• Preferrred use case: TalentLyft is an ATS, CRM, and recruitment advertising platform made for small and mid-sized organizations.
• Strengths:
  • Inexpensive worth level
  • Recruitment advertising suite helps hone in on overarching traits
  • Customizable and collaborative workflows
• Weaknesses:
  • Although it’s reasonably priced, you don’t get as a lot bang on your buck as different techniques when it comes to what number of lively postings and consumer accounts you possibly can have.
• Methods to get began:
  • Click on right here to start out your free trial of TalentLyft.

Ceipal

• Preferrred use case: Ceipal is an ATS and candidate database for tech-savvy, small to mid-sized organizations. 
• Strengths:
  • Particular concentrate on healthcare recruiting
  • AI-driven Ceipal Copilot can pull particular, detailed stories
  • Verifies candidate credentials simply
• Weaknesses:
  • Ceipal’s robust knowledge analytics focus could make the software program difficult for newbies to navigate.
• Methods to get began:
  • Get a demo of Ceipal right here.

How to decide on an ATS

Now that what the most effective applicant monitoring techniques available on the market are, let’s stroll via choose the correct one for your group.

1. Establish your wants

Like every new organizational course of or exercise, your implementation plan on your ATS needs to be primarily based in your overarching priorities and objectives. Reply the next key questions throughout this stage:

• Like every new organizational course of or exercise, your implementation plan on your ATS needs to 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 would possibly wish to improve your whole headcount by 10% by the tip of the 12 months or lower your time to rent by 30%. 
• What are your recruitment strengths and weaknesses? An instance of a energy could possibly be that your staff is skilled with utilizing applicant monitoring techniques prior to now, whereas a weak spot could possibly be that your recruitment funds lately decreased.  
• What’s your implementation timeline? Your implementation plan will differ tremendously if in case you have six months to arrange your ATS versus if in case you have a whole 12 months. 
• What number of staff members will use the ATS? If in case you have a devoted recruitment staff, you’ll possible want quite a few seats in your plan, however a corporation with out a recruiter would possibly 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? Overview the candidate suggestions you’ve collected prior to now about your recruitment course of and be aware any patterns of their responses. As an example, candidates may need requested extra constant communication out of your staff, which may point out that you just want software program with automated messaging options.

2. Analysis your choices

When you’ve decided your priorities, conduct preliminary analysis into the most effective applicant monitoring system on your wants. Listed here are some vital concerns on your search:

• Key options. Does the ATS mean you can obtain your objectives effectively? 
• Person expertise. Is the software program straightforward to make use of, particularly given your staff’s consolation with expertise?
• Pricing or funds. Does the price of ATS licenses, coaching supplies, and dealing with an implementation guide fall inside your funds?
• Customer support. How attentive and useful are customer support representatives?
• Safety and compliance. Does the ATS adjust to all needed knowledge safety laws and requirements?
• Integration potential. Does the ATS combine together with your current nonnegotiable options? (Verify find integrations under)

3. Expertise the answer firsthand

Earlier than you make a closing 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 possibly can ask questions as they arrive up. 

That stated, don’t simply depend on product specialists to form your notion of the software program. Learn third-party opinions from tech boards or official evaluation web sites so you may make a well-rounded selection. 

4. Pilot the system together with your staff

It’s the second you’ve been ready for—piloting your chosen ATS together with your whole staff! You would possibly expertise some rising pains throughout the rollout interval as your staff will get used to the brand new expertise, however hopefully, you’ll be comfortably up and working in just a few months. 

Nonetheless, when you obtain a number of stories of points and suggestions out of your staff, it might point out that it’s essential discuss with a product skilled and even pivot to a different answer. Make sure you’ve exhausted your choices earlier than parting methods together with your present supplier, equivalent to speaking with a third-party software program specialist and your management staff. 

Subsequent steps

Selecting and implementing an ATS is a nuanced course of. Even once you make a closing resolution, there are extra parts to think about all through the rollout stage, such because the long-term way forward for your group. Keep in mind that it is a consistently evolving course of, so be in contact together with your staff as you implement your ATS to make sure every thing goes easily.