How to pick the right ATS? (Application Tracking System)
When navigating in the HR tech landscape, it might feel like a enormous task to choose the right ATS for your needs and budget. Having used multiple application tracking systems, good and bad ones, this blog provides a guide for choosing the right ATS for your specific needs.
Selecting the right tools is crucial for the success of your recruitment efforts. Among the many tools available, choosing the right Applicant Tracking System (ATS) can significantly streamline your hiring processes. In this blog post, we'll explore the essential factors to consider when picking an ATS and provide a realistic review of three alternative solutions, Teamtailor, Workday and Lever.
Key considerations when choosing an ATS
Features and Functionality
Look for a system that aligns with your company's unique needs. Common features include resume parsing, collaborative hiring tools, and integration capabilities.
User-Friendliness
An intuitive and user-friendly interface is crucial. A complex system can hinder adoption, and you want your team to leverage the tool effectively.
Integration Capabilities
Ensure the ATS can seamlessly integrate with your existing HR software and other tools. This is essential for a smooth recruitment workflow.
Pricing
Assess your budget and the scalability of the pricing model. Some systems charge per user, while others may have additional fees for added features.
Customer Support
Reliable customer support is essential. You will have questions and things that are unclear, hence you will want to have a provider that offers responsive assistance to address any issues promptly.
Review of Teamtailor
Pros:
User-Friendly Interface: Teamtailor boasts an intuitive interface that is praised by users for its simplicity.
Customizable Career Site: Users appreciate the ability to create a branded and personalized career site, enhancing the employer brand.
Collaborative Hiring Tools: Teamtailor facilitates smooth collaboration among hiring teams.
Integrations: Teamtailor is known for its seamless integration with your career site. It allows companies to create a branded and personalized career site that aligns with their employer brand.
Third party tools: Teamtailor supports integrations with various third-party tools, including job boards, assessment tools, and HR software, enhancing the overall recruitment ecosystem.
Cons:
Pricing Structure: Some users find the pricing structure less flexible compared to other options.
Limited Reporting Features: Advanced reporting features may not be as comprehensive as some users would prefer.
Review of Workday
Pros:
Scalability: Workday is known for its scalability, making it suitable for both growing and large enterprises.
Advanced Reporting: Robust reporting features provide in-depth insights into recruitment analytics.
Integrated HR Suite: Beyond recruitment, Workday offers a comprehensive HR suite, streamlining various HR functions.
APIs and Connectors: Workday provides APIs and connectors, enabling seamless integration with other enterprise applications and systems.
Cons:
Complex Implementation: Some users note that the implementation process can be complex and time-consuming.
Pricing: Workday is often perceived as being on the higher end of the pricing spectrum.
Review of Lever
Pros:
Collaborative Hiring: Like Teamtailor, Lever emphasizes collaborative hiring, making it easy for teams to work together.
Automation Features: Lever is praised for its automation capabilities, saving time in routine recruitment tasks.
Candidate Relationship Management (CRM): Offers robust CRM features for building and maintaining relationships with potential candidates.
Cons:
Learning Curve: Users may experience a learning curve, particularly when trying to leverage advanced features.
Pricing Model: Some users find Lever's pricing model less transparent compared to other options.
Which ATS works best for Growth Companies?
Ideal for smaller to mid-sized companies looking for an intuitive and easy-to-use system.
Well-suited for companies with a focus on building a strong employer brand through a customizable career site.
Great for companies seeking straightforward integrations with a focus on the career site and common third-party tools.
Recommended more for larger enterprises with complex HR needs and a requirement for a fully integrated HR suite.
Best suited for companies with the resources for a more extensive implementation process and price tag.
Great for organizations looking for an all-encompassing HR suite with seamless integrations across various HR functions.
Suited for growth companies that prioritize collaboration and automation in their hiring processes.
Great for companies with a focus on building and maintaining relationships with potential candidates.
Particularly suitable for those wanting flexibility in choosing or switching their ATS, as Lever integrates well with different ATS systems.
Which one of these three I would recommend?
All are good options, hence I would recommend any of the three, depending on your company size, needs and budget. Choosing the right ATS is a strategic decision that requires careful consideration of your company's unique needs and growth trajectory.
Teamtailor, Workday and Lever are all strong contenders, each with its set of pros and cons. Assessing these options based on your specific requirements will empower you to make an informed decision that aligns with your growth objectives. Remember, the right ATS is not just a tool; it's a catalyst for efficient, collaborative, and successful recruitment.
What does an ATS cost?
Short answer, it depends. Longer answer: when evaluating pricing, remember to consider not just the initial cost but also the scalability of the pricing model as your company grows.
Many ATS providers, including Teamtailor, Workday, and Lever, offer tailored pricing based on the number of users, features required, and the size of the organization. It's advisable to engage directly with sales representatives from these companies to get accurate and personalized pricing information based on your specific needs.
Additionally, inquire about any potential hidden costs, such as implementation fees, training costs, and ongoing support fees, to ensure a comprehensive understanding of the total cost of ownership.
Teamtailor operates on a subscription-based pricing model. Pricing details can be obtained directly from Teamtailor as they might vary based on the specific needs and size of the organization.
Workday's pricing structure is typically not publicly disclosed, as it is customized based on the specific needs of each organization. Workday often charges per user, and the overall cost can increase based on the modules and features selected. For precise pricing details, interested organizations should directly contact Workday or its authorized resellers.
Similar to Workday, Lever's pricing details are not publicly available. Lever offers a customized pricing model based on the organization's requirements and size. Interested parties are encouraged to reach out to Lever directly or through its authorized partners for a personalized quote.
To get more information about the pricing and an offer for your specific needs, you can easily book a free demo with the sales representatives. I’ve found this to be a useful way (and no strings attached) to browse alternatives and really get a deeper look into the software itself. Book a demo with Teamtailor here, with Workday here and with Lever here.
Key takeaways
Evaluate Your Current Tech Stack: Before selecting an ATS, assess your existing tech stack. Ensure that the ATS can integrate seamlessly with your current HR software, communication tools, and any other relevant systems.
Future Scalability: Consider not just your current integration needs but also how the chosen ATS will support your organization's growth. Scalability is crucial, especially if you plan to introduce new tools or expand your tech stack in the future.
Customization: For organizations with unique requirements, having access to APIs and the ability to create custom integrations might be a key consideration.
Remember, the effectiveness of an ATS often lies in its ability to work seamlessly within your broader HR technology ecosystem. Always check with the respective ATS providers for the most up-to-date information on their integration capabilities.
Hope you found this useful!
Any questions in mind? Contact me, I’m always happy to discuss with fellow HR professionals to exchange thoughts and compare experiences regarding HR tech! Or any other HR / People Ops topic for that matter.
Cheers!
Outi
WRITER’S NOTE
If you work in People Operations, HR, Talent Acquisition or actually in any role in a Company where you have the responsibility for managing people operations, you need to have the right tools to make your job a million times more efficient, reliable and smooth. You need software and tools that make your job easier and save time. There are so many tools and software out there to choose from and you are rarely able to actually test out all of them. To help you out, I review my favorite HR tools and systems to use. These are all tools and software I have used and can recommend.
I always review 100% truthfully and never recommend products I can’t stand behind. My reviews, including this one, contains some affiliate links, which means that if you click on one of the links and and end up making a purchase through one of them, I may (or may not) receive a commission. This is always at no additional cost to you. These small fees are merely a way for me to support the costs that go into maintaining and updating this website, blog, reviews and content pieces.
Please let me know if you have any questions regarding this - I want to be fully transparent on what happens behind the scenes and I’m always happy to give more insight on the reviews chosen tools/platforms.
Should your favorite People Ops / HR / Recruitment tool be reviewed or listed as a favorite HR tech solution? Contact me and let me know!
