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How to choose your recruitment software or ATS?

The complexity of the labour market forces companies to adapt their recruitment strategies. As a result, the management of recruitment constitutes a competitive lever in the same way as the other functions (financial, commercial, etc.). This is why recruitment is based on HR methods and tools. What is a recruitment software? What are the features to look for? And, if a software is already integrated into the recruitment strategy, when are HR processes used and how?


Definition : What is a recruitment software or ATS?

A recruitment software, also called ATS for the acronym Applicant Tracking System, is a software that helps the company master its recruitment processes from A to Z.

The goal is to save time, increase productivity and profitability of HR teams by reducing time-consuming task management.

All the steps carried out in the ATS software in SaaS, Software as a Service mode, that is directly accessible online by the persons concerned, recruiters and/or managers. Thus, all the actions carried out are recorded and employees can easily access the data.

How does a recruitment software work?

When a recruitment campaign is launched, the ad, based on the job description, is multi-posted on the selected acquisition channels (career site, job boards, social networks, etc.).

Then, the applications are received with the associated attachments (CV and cover letter). Subsequently, a screening is carried out to select the best profiles who will go through the recruitment process until validation. In addition to the publication of ads, recruiters can also rely on their talent pool and perform semantic searches or use matching offers & CV in their database.

What is the essential features?

Faced with the digitalisation of recruitment, a multitude of ATS software appeared on the market, able to save valuable time. Between expectations, needs and processing, each ATS software has advantages and disadvantages.

Whether the recruitment is for the company or its clients, investing in ATS software requires checking that it offers a complete and efficient system, adapted to the company’s activity. Indeed, the selection criteria for a recruitment management tool will certainly not be the same, depending on the volume of applications to be processed and the nature of the business (recruitment firm, temporary agency, SME or multi-site & multi-brand company).

When choosing an ATS software, it is therefore necessary to identify the essential functionalities to meet the company’s recruitment needs:

  • Multiposting of job offers on recruitment channels (social networks, recruitment websites, etc.)
  • Follow-up of the recruitment process that automates time-consuming tasks with low added value to facilitate selection and communication with candidates (add comments on applications, create customised email templates, etc.)
  • Simple and fluid candidate pathway with dedicated career spaces
  • Application Management and CV data base to centralise candidates’ data
  • Clear and well-structured interface ergonomics and collaborative feature for teamwork
  • Statistical analyses or reporting

What benefits can ATS software provide?

An ATS software manages the relationship with the candidates and allows to be more organised and efficient. This tool must be able to offer several advantages such as an automatic analysis of the different CVs, the search in a database using filters and keywords, the identification of double applications, the follow-up of candidates but also the involvement of the various departments. Its aim is to improve the company’s recruitment process by making it more efficient, faster and less costly.

  • In SaaS mode, ATS software allows recruiters to work remotely
  • Better collaboration among the recruitment team members
  • Improved candidate experience with candidates via career sites
  • Saving time, for a quick and easy collection of candidate’s data, all centralised on a single ATS software
  • Cost control for the monitorong of various recruitments
  • Free flow of information. All those involved in recruitment have access to information, from the HR department to the manager to the CEO.
  • Improved management and follow-up of applications

How do you determine your specifications to find the right ATS software?

Mastering all the steps of the HR process from A to Z requires the use of reliable ATS software adapted to the business of the company. A flexible and intuitive recruitment solution with many customisable features.

Overview of the company’s HR tools and recruitment processes

  • HR stakes: employer brand, pace of growth, deployment in new markets or trades, etc.
  • The team organisation and its size (or HR teams)
  • Current practices to be maintained within the company and/or its various subsidiaries
  • If an ATS software is already installed, list what works well and what needs to change
  • Benefits for the daily activities of the teams

Benchmark of the various tools on the market

There is a wide range of ATS software on the market. Searching for the right ATS software adapted to the company’s recruitment methods requires considering several parameters such as:

  • Industry and business lines
  • Trainings
  • Years of experience
  • Types of contracts
  • Applications management workflows
  • The rights of users
  • Data hosting (GDPR)
  • Security measures (business recovery plan, backups, etc.)