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This is done by collecting, organizing, and analyzing information about applicants.
Ultimately, this system can ensure that they have the best candidates for their job postings.
This guide will explore several types of ATS grouped by deployment model, company size, and functionality.
Then, we will discuss how to ensure you pick the best one for your hiring needs.
Types of ATS
A wide range ofapplicant tracking systemsare available.
Lets explore each of them below.
An on-premises ATS is hosted and managed by the organization after it acquires it from the provider.
Examples of on-premises ATS include Oracle Taleo Enterprise, iCIMS Talent Platform, and Jobvite.
Enhanced data security and control.
Not dependent on the uptime of external servers.
Greater customization to suit specific needs.
Not reliant on an internet connection.
Controlling updates ensures minimal disruption.
The upfront costs are usually high.
Requires in-house experts to manage, update, and maintain the system.
A cloud-based ATS is hosted on external servers by a third-party provider.
Organizations usually use a cloud-based ATS when they dont have the resources to install an on-premise ATS.
It is also ideal in scenarios requiring collaborative hiring.
It allows the hiring team to share real-time information and feedback on potential candidates.
Examples of cloud-based ATS include Greenhouse, Workable, SmartRecruiters, Lever, and BambooHR.
Data can be accessed anywhere, anytime.
Integrates with existing HR tools.
Cloud-based solutions are usually more scalable.
Cheaper to set up than an on-premises ATS.
Less control of the data and security (its in the hands of the provider).
Dependent on the internet.
A hybridATS brings the benefitsof both an on-premise and a cloud-based ATSthe best of both worldsto the hiring pipeline.
This is usually done by splitting data management between internal and external servers.
That way, some of it can be accessed remotely.
A hybrid ATS helps when companies gradually transition from an on-premise deployment to a cloud-based solution.
It also helps organizations meet their compliance needs.
Examples of hybrid ATS solutions are SAP SuccessFactors, Oracle HCM Cloud, and ADP Workforce Now.
A blend of on-premise control and cloud-based scalability.
Remote access and collaboration.
Flexible data storage and management.
Ability to create customizable workflows.
Setting up a hybrid ATS can be complex.
Costs can be higher than pure on-premise or cloud-based solutions.
An open-source ATSs code is hosted publicly (e.g., on GitHub, GitLab, or Codeberg).
This allows companies to download and modify it to suit their needs.
Thus, businesses can virtually create their own tailored solution instead of customizing proprietary ATS in a limited manner.
A company will use an open-source ATS when off-the-shelf solutions dont need a particular requirement or feature.
Companies also prefer open-source ATS because they are technically freethere are no lock-in or subscription fees to worry about.
Examples of open-source ATS include OpenCATS, OrangeHRM, and CandidATS.
Greater flexibility, customization, and control of functionality.
More cost-effective compared to proprietary solutions.
Usually, it has great community support.
Can adapt the system to meet various compliance requirements.
Requires a team of in-house developers.
Might run intoimplementation and integration challenges.
Lack of premium support.
An enterprise applicant tracking system has various key features that make large-scale recruitment smoother, especially for scaling businesses.
Enterprise ATS usually has robust compliance support.
These give organizations the tools to meet legal and regulatory requirements, data protection laws, and industry standards.
An enterprise ATS also offers extensive customization to meet complex needs and workflows.
Furthermore, an enterprise ATS also has robust analytics that provides detailed insights.
Examples of popular enterprise ATSs include ZOHO Recruit, Workable, Greenhouse, BambooHR, and ClearCompany.
The interface is user-friendly and intuitive since it doesnt handle complex recruitment tasks.
It can also adapt to the needs of hiring managers and small recruitment teams without requiring extensive customization.
For a small business, ATS sticks to the essential functions, and the cost is lower.
Furthermore, small business ATS usually have basic integration support.
Examples of popular small business ATS include Pinpoint, Jobvite, and Breezy HR.
By Functionality
An ATS can also be categorized by its functionality (specific features and capabilities).
It also provides organizations with detailed analytics to help them improve recruitment and retention rates.
These insights, sometimes powered by artificial intelligence, can also help enhance candidate engagement and experience.
These include payroll and performance management.
A standalone ATS only tracks and manages the recruitment process.
It is independent of other HR systems and doesnt integrate with them.
It also focuses on simplicity, with a streamlined and user-friendly interface for its core functions.
It can also pull analytics from other integrated systems, giving recruiters a broader view of their recruitment metrics.
Furthermore, it enhances communication and collaboration between HR and other departments.
