ATS: applicant tracking systems at a glance

What an ATS does

An ATS collects every application in a single system, whether it arrives through the careers page, a job board or a referral. Vacancies are created once and published across several channels, candidates move through defined stages, and hiring managers add feedback directly in the tool.

Typical features include message templates, interview scheduling, scorecards, talent pools and reports on time to hire and channel performance. It pays off once inboxes and spreadsheets can no longer keep track of open roles.

What to look for in an ATS

Products share the same basic principle but differ in depth and focus. These points belong in a comparison:

• Scope: multiposting, careers page, interview scheduling and reporting – included, or sold as add-ons?
• Target group: does the system suit company size and application volume, including several sites or legal entities?
• Integrations: connections to job boards, calendars, the core HR system and assessment tools.
• Data protection: GDPR-compliant handling of applicant data with consent management, deletion rules, role-based access and a clear hosting location; SSO for larger organisations.
• Pricing and rollout: billing per user, per vacancy or by company size, plus setup and support effort.

ATS, Recruiting or HR Suite?

The ATS is the process backbone of hiring. Recruiting lists complementary tools for selection and assessment, such as online tests or video interviews. Sourcing covers the active search for candidates. An HR Suite often comes with its own applicant management, usually leaner than a specialised ATS but linked directly to employee records and onboarding.