An applicant tracking system (ATS) is a digital platform to manage and streamline the talent recruitment process, tracking candidates from application to hire—and sometimes even through onboarding.
An ATS automates the mundane: sorting resumes, filtering for keywords, setting up interviews. It can even tell you how your hiring process is performing with analytics and reports.
And here’s the catch: if you’re hiring globally—across countries, time zones, maybe even continents—you’ll want an ATS that plays nice with your HR platform or your employer of record (EOR). Otherwise, you’re just creating more work for yourself.
Why use it?
Reduce manual work and hiring timelines
Instead of sorting through hundreds of resumes by hand or scheduling interviews through endless email chains, hiring teams use an ATS to automate resume reviewing, interview scheduling, and other hiring processes. With this time back, hiring teams can focus on other tasks, such as building relationships with desirable candidates.
ATS technology also increases the speed at which a candidate can be hired by reducing the amount of manual work hiring teams must complete.
Increase consistency in candidate evaluation
Employers rely on ATS platforms to ensure every candidate gets evaluated using the exact same standards and criteria throughout the hiring process. The system automatically applies identical filters and scoring methods to all applications. This consistent approach eliminates the human tendency to judge candidates differently depending on mood, personal preferences, or unconscious bias.
Still, an ATS is only as fair as the underlying software code. Research published in the Harvard Business Review shows that an ATS can overlook qualified candidates due to bias in the code against certain applicants. “Applicants with unconventional backgrounds—such as caregivers, veterans, immigrants, people with physical and mental challenges, and the previously incarcerated—are especially prone to being ‘hidden’ from prospective employers by the platforms,” the authors warned.
Improve compliance and documentation
An ATS tracks and documents every step of the hiring process, creating a paper trail that shows how hiring-related decisions were made. If organizations face legal questions about their hiring practices or need to demonstrate fair treatment of candidates, the ATS paper trail of emails, interview notes, feedback scores, and application materials helps prove they followed the proper procedures.
Note that businesses operating in Europe must use an ATS that complies with the General Data Protection Regulation (GDPR), which safeguards the personal information of job applicants. Other jurisdictions, such as the U.S. state of California, also have stringent data protection laws.
Enhance candidate experience
A compelling reason for employers to use an ATS is to streamline the job application process for candidates. The ATS automatically sends confirmation emails to candidates when their applications are received and provides them with regular updates about the status of their application.
A straightforward process is significant because lengthy or convoluted applications dissuade candidates from even applying, according to a CareerBuilder survey of job seekers. Instead of navigating confusing application forms and processes, an ATS allows candidates to submit their resume, cover letter, and other materials directly to the hiring team through an easy-to-use portal.
Support scalable hiring
Employers use ATS platforms to manage the increase in hiring volume that may accompany growing their company, either domestically or across multiple countries. The system can process a large number of applications simultaneously, making it easier to recruit for dozens of positions at once while maintaining consistent standards.
As companies expand across borders, ATS technology helps organizations manage a dizzying array of hiring practices, languages, and labor laws on a single platform. The scalability of a robust ATS lets organizations quickly ramp up their recruitment efforts during periods of global expansion.
ATS vs. HRIS: What’s the difference?
Applicant tracking systems are occasionally confused with human resource information systems (HRIS). An ATS may be a component of an HRIS, which is a more robust system. The table below outlines the differences between the systems:
| ATS | HRIS |
|---|---|
| Manages pre-hire and recruiting | Manages post-hire HR functions |
| Tracks applicants and candidates | Manages payroll, benefits, time off, and more |
| Often integrates with HRIS tools | May include ATS features in all-in-one systems |
We’ve got you covered through ATS integration
When you’ve found the perfect candidate and your whole team’s excited, the last thing you want is to lose momentum. That’s where Pebl comes in. We integrate with leading ATS platforms—think Greenhouse, Lever, BambooHR, and HiBob—so when you find that must-hire-now candidate, all their information flows seamlessly from the application process straight into onboarding.
Once a candidate is hired, we ensure a smooth transition from “You’re hired” to “You’re ready to go,” and we do it in over 185 countries.
What are the benefits of our ATS integrations?
- Consistent employee records across platforms. Enter candidates’ personal information just once. No need to re-enter it into the system if they are hired. Get back time and reduce errors.
- Streamlined handoff. Pass applicants to the HR team with ease once hired.
- Faster global hiring and onboarding. Identify top talent through a preferred ATS and get right into onboarding.
Less manual work. Faster hires. Simple as that. Contact us today to learn how.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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