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ATS pricing is crucial to explore before choosing an Applicant Tracking System for any business.
As with any business tool, it is important to know and understand ATS software pricing.
How Much Does an Applicant Tracking System Cost?
To get started, heres a breakdown of pricing ranges for businesses of different sizes.
Otherwise, an ATS with a pay-per-user or pay-per-job pricing model would be most cost-effective.
Expect to pay:Approx.
However, the limits of a free plan are usually too restrictive to suit your needs.
So you should look for more affordable, basic plans with essential features.
But you wont stay small forever, so prioritize flexibility.
This way, your ATS can scale as you grow without becoming exorbitantly expensive in time.
Expect to pay:Approx.
Expect to pay:Approx.
So, that means you should look at the plans with the most customizations possible.
And thats usually Enterprise or Custom plans with unlimited users and job postings.
Expect to pay:Approx.
Common ATS Pricing Models: Why Do They Vary So Much?
ATS pricing can vary a lot because companies come in all shapes and sizes, each with different needs.
And just like your business has an ideal customer, so does an ATS vendor.
So, they choose a pricing structure that the bang out of company theyre aimed at would find attractive.
Per User
2.
Per Vacancy
3.
Flat Rate
4.
Hybrid Model
5.
While the pricing model has an impact, other factors could affect what your ATS costs.
Subscription Model (Monthly vs.
Annual)
Many (but not all) ATS vendors will offer both month-to-month and annual subscription plans.
And annual plans often come with a discount as a reward for committing to a longer-term relationship.
However, monthly plans can be more flexible, especially for companies with fluctuating hiring needs.
It might also involve more support and training for your team.
However, there are ATS platforms that offer unlimited users.
This is ideal for companies with fluctuating staffing needs but still want to manage costs.
These would assist with essential tasks like resume screening, job posting, and candidate communication.
More advanced features like applicant scoring, video interviewing, and onboarding tend to be included in higher-tier plans.
These key features might be essential to your hiring process, but you could do without them.
Or get the same functionality from a third-party tool.
Company Size and Recruitment Volume
Your company size and recruitment volume can impact pricing.
The larger your business is, the more positions youll need to fill every year.
Which means youre using more of the platforms resources.
What Additional Costs to Consider?
This helps you accurately calculate your TCO and get a complete picture of the overall investment.
Implementation and Setup Fees
Many ATS vendors charge an upfront fee to set up andimplement your ATS.
Thats why some vendors offer an online knowledge base, tutorial videos, and/or basic training with your subscription.
Some might charge extra for more advanced training, though.
You should also consider the time and costs of creating an internal training and knowledge centre.
Data Migration
You may have been managing your recruitment process manually or using anotherATS or HRIS system.
This can involve extracting and cleaning your current data and mapping the old data structures to the new ones.
The complexity of this migration and whether the vendor lets you handle it yourself can influence its cost.
However, you might want to implement custom analytics to track specific metrics important to your company.
And you may want custom reports to get deeper insights into your recruitment process.
Support
The days of 24/7 support being a standard feature with any software are long gone.
Most vendors still offer basic chat or email support during their working hours, though.
However, if your company or industry has specific regulations (e.g.
So, before you roll calculating theROI of your ATS, you gotta determine your primary goals.
Some examples include time-to-hire, cost-per-hire, quality of hire, recruiter productivity, and employee turnover.
For smaller companies, it might also mean not relying on third-party recruiters to fill your vacant positions.
All of which can be used to measure and improve the effectiveness of your hiring process.
Analyze the Impact on Candidate Experience
Research shows that 92% of candidates dont complete their applications.
Reasons for this vary, but your ATS can help you reduce drop-off rates by improving the candidate experience.
Candidates being more likely to accept a job offer improves your cost per hire and time to hire.
And that reduces your employee turnover, which can be incredibly expensive.
This is especially true for roles that require specialized skills or extensive training.
Some costs related to replacing employees include:
7.
Remember that an effective ATS is not just an expense; its an investment in your companys future.
References
1.Candidate Experience Report
