What is an Applicant Tracking System (ATS)? Tips on how to choose & 9 recommended tools

“Receiving applications, first interview, final interview, recruitment notification, and managing each recruitment phase is difficult.”

“Difficult to create job ads and job pages”

“Face-to-face communication with applicants has decreased.”

Recruiting operations involve many tasks, such as managing application information, adjusting interview schedules, and designing the selection flow, and it takes a huge amount of man-hours to complete each task properly. Many recruiters are busy and don’t spend as much time communicating with applicants as they should. ATS (Recruitment Management System) is attracting attention as a tool that can efficiently manage such recruitment work.

In this article, we will introduce the benefits of introducing ATS, how to choose one, and 9 ATS that can be used for free.

ATS

Table of Contents

What is ATS (Recruitment Tracking System)?

What is ATS (Recruitment Tracking System)?

ATS is an acronym for “Applicant Tracking System”, which literally translates to “Applicant Tracking System”. In Japanese, it is called a “recruitment management system” or a “recruitment management tool”. ATS is characterized by the ability to centrally manage the process related to recruitment work from recruitment to recruitment on the system.

The ATS mainly has the following functions.

MAIN FUNCTION FEATURE DETAILS
Creating job pages, sites and advertisements Can create job pages and sites. Some of them contain free materials, template designs, and advertising wording.
Posting and dissemination of job advertisements and pages Recruitment advertisements and recruitment pages created for recruitment activities can be automatically posted in cooperation with advertising media, and can be spread in cooperation with SNS.
Applicant management Applicant contact information, status management for each recruitment phase, automatic email reply and offer notification
Recruitment support Functions that support multifaceted recruitment operations such as aptitude tests, visualization of early retirement lists, and online interviews

 

Advantages and disadvantages of introducing ATS

Let’s check the advantages that can be obtained by introducing ATS and the disadvantages that you should know before introducing it.

Three benefits of introducing ATS

The introduction of ATS provides three main benefits.

  • Collective management of recruitment-related operations
  • Accumulation of recruitment management data
  • Achieving “Inbound Recruiting”

Let’s take a closer look at the benefits of each.

Can collectively manage recruitment-related operations

If you introduce ATS, you will be able to collectively manage from job creation to application to recruitment, which will improve the efficiency of recruitment operations.

Create a page for each recruitment medium, communicate with applicants by e-mail, and manage the progress of the selection using Excel or spreadsheets. Some information cannot be disclosed, so when sharing the selection status within the company, there are many cases where a separate sheet is created.

ATS can perform and centrally manage all recruitment operations, such as creating recruitment pages, posting on recruitment media, managing applicant information and selection flow.

Recruitment-related data can be accumulated

Recruitment management data can be accumulated through ATS. There are also merits such as being able to share applicant information and recruitment status among other departments, which can be used for know-how of recruitment work.

In addition, by accumulating past data, it will be possible to analyze the success pattern of recruitment and the process of hiring employees who match the company and have been active for a long time.

Realize “Inbound Recruiting”

ATS is also useful for the practice of “inbound recruiting”, which we want to focus on now. Inbound recruiting is a method of attracting candidates for employment through content sent by companies, building relationships in the medium to long term, and leading to recruitment. As the seller’s market continues, it is difficult to meet the ideal candidate.

By introducing ATS, it will be easier to practice inbound recruiting because you can design an approach that matches the applicant’s situation and an appropriate selection flow.

Two points to note when introducing ATS

When introducing ATS, pay attention to the following two points.

  • process may increase
  • There is a risk that there will be applications that do not match the person you are looking for

process may increase

If you don’t choose an ATS that suits your purpose, you will have to make major changes to the conventional recruitment process, and you will have to pay a large amount of money to create the optimal recruitment flow for your company.

For example, if your company’s main media and ATS are not linked, you will have to change the destination of your job advertisements and job page due to the introduction of ATS.

Also, if you introduce a multi-functional ATS that you do not need in your company, there are many cases where additional training is required for recruiters at the time of introduction. Let’s select after comparing the functions and features of ATS.

If you do not choose an appropriate ATS, there is a possibility that mismatched applications will increase.

Each ATS has different advertising media and SNS that can be linked, and areas of strength. If it does not match your company’s hiring policy, you may not be able to attract applicants as expected, or it may cause a mismatch.

Check in advance whether the advertising media and SNS affiliated with ATS match the attributes of the desired human resources, such as “Is it strong for new graduates?”

Three principles to keep in mind when selecting an ATS

Here are three points to keep in mind when choosing an ATS.

  • Clarify the purpose of introduction
  • Check usability
  • Choose an ATS that can work with services that applicants often use

Clarify the purpose of introduction

It is important to introduce an ATS that meets the recruitment purpose that your company wants to improve efficiency. Depending on the type of industry, the typical introduction purpose is as follows.

  • I want to increase the number of applicants
  • I want to eliminate mismatches
  • I want to create a recruitment page
  • I want to save the trouble of thinking about the text of the advertisement
  • I want to recruit by narrowing down attributes such as new graduates, mid-career, part-time workers, etc.

Check usability

Choose an ATS that is easy for both recruiters and applicants to use. An ATS with poor usability causes an increase in the recruitment process. As a result, if ATS is no longer used, it’s putting the cart before the horse.

Also, if applicants cannot operate comfortably, they will feel troublesome and troublesome in the steps leading up to the application, which will cause their application to be delayed. For example, if the browsers that can be viewed are limited, such as not being compatible with smartphones, as a result, applicants for specific browsers will be cut off due to unexpected reasons.

Choose an ATS that can work with services that applicants often use

Choose an ATS that can effectively approach human resources with desired attributes. Search engines, recruitment media, and communication tools (slack, LINE, etc.) that can be linked with each ATS are different.

5 ATS that can be used for free

In the first stage, we will introduce 5 recommended ATS tools that you can use for free.

engage

This is an ATS provided by en-Japan, which operates “en Career Change” and “en Temporary Service”. Engage has the following functions.

  • Creating recruitment pages and job advertisements
  • Automatic linkage with 5 recruitment media and search engines
  • Recruitment support function (video interview, etc.)
  • Follow-up tools after joining the company (aptitude test, visualization of retirement risk, etc.)

Recruitment pages and job advertisements can be created with simple input. Created pages and job advertisements can be automatically linked with the following five media.

  • Indeed
  • Google job search
  • Yahoo! job search
  • LINE career
  • job box

Support functions such as aptitude tests, visualization of retirement risks, and video interviews are also available. The basics can be used for free, so it will come in handy when you want to keep costs down. The initial cost, monthly cost, success fee, etc. are 0 yen, and the following basic functions can be used for free forever.

  • Create a recruitment page (unlimited content)
  • Job listings (unlimited period and number of jobs)
  • send scout
  • Applicant Management / Message Sending
  • Banner installation
  • Smartphone optimization
  • SNS cooperation

Job Op Lite

This is an ATS provided by Recruit Jobs, which operates advertising media such as “Townwork” and “Rikunavi.” Job Op Lite has the following functions.

  • Abundant materials for creating job sites, pages, and advertisements
  • Automatic linkage function to 3 recruitment media and search engines
  • Centralized management of applications

80 types of templates, free materials, fixed phrases, etc. are prepared, so it is attractive that you can easily create original job sites, pages, and advertisements.

In the case of Job Op Lite, the following media can be automatically linked.

  • Indeed
  • Yahoo! JAPAN
  • Google

In addition, it is possible to centrally manage the application from the web and the application from the telephone. You can also manage email exchanges with applicants, leading to more efficient contact work with applicants. It is suitable when you want to quickly create a job site, job page, or advertisement, or when you want to use ATS on a trial basis.

Initial cost, monthly cost, success fee, etc. are 0 yen, and basic functions can be used for free forever.

Head of Recruitment

This is an ATS provided by Neton, which handles website creation services. The Hiring Manager has the following functions:

  • Works with up to 6 search engines
  • Recruitment support function
  • Additional functions for each paid option

It works with up to 6 search engines in the industry, including:

  • Indeed
  • Google job search
  • job box
  • career jet
  • stand-by
  • kyusaku

The following price plans are available according to the functions that can be used and the number of open job openings.

PLAN NAME USAGE FEE (1 YEAR CONTRACT) OVERVIEW
trial 0 Yen Up to 3 people can view applicant information, up to 3 open job openings, up to 4 search engine linkages
light From ¥19,800/month Unlimited viewing of applicant information, up to 10 open job postings, linkage with 6 job search engines, support via email, chat, and phone, easy web interviews, free entry of occupations, auto-reply function
basic From ¥29,800/month Up to 50 public job openings, light plan + 1 free job creation agency, person in charge function, semi-order function
Professional From ¥39,800/month Up to 100 public job openings, basic plan + original design, applicant data CSV download, batch import/download of job information
Enterprise From ¥59,800/month Up to 500 open jobs (there is also a special plan with more than 500), the function is the same as the Pro plan

There are discount plans that can reduce costs, such as the Corona Recovery Support Plan, which offers discounts for limited industries. There are also options such as ad creation agency, so you can reduce the cost if you select only the functions you want.

It is suitable when you want to limit the functions you want to use, when you want to increase the exposure of your job postings, or when you are looking for an ATS that can be used flexibly according to your needs.

Talent Hire

This is an ATS provided by Tarentio, which develops recruitment management systems. Talentio Hire has the following features:

  • Automatic acquisition of resume data
  • Automatic creation of offer letters
  • Intuitive operation
  • Digitization of recruitment process

Among the recruitment operations, there are functions specialized for applicant information and recruitment phase management. What can be automated is the acquisition of resume data and the creation of offer letters. Intuitive operation is possible, and exchanges such as schedule adjustment with candidates can be done smoothly.

Recruitment processes such as referral rate and recruitment pass rate can be converted into data, so it is also suitable for mismatch and early turnover measures. It is suitable when you want to hire deeply and narrowly, not shallowly and broadly, and when you want to retain the people you hire.

The price plans according to the functions and the number of candidates are as follows. The initial cost is free for both plans. The number of accounts and jobs can also be set unlimited in any plan.

PLAN NAME USAGE FEE (1 YEAR CONTRACT) OVERVIEW
FREE 0 Yen 50 candidates/month, application page creation function, talent pool function available
STANDARD From ¥20,000/month 200 candidates/month, FREE plan features
PLUS From 60,000 yen/month Unlimited number of candidates, STANDARD + introduction support, CSV import function, CSV export function, API, media linkage
ENTERPRISE Inquiry required consultation required

 

HubSpot

The tools provided by our company HubSpot are not built as ATS, but they can be fully utilized in the recruitment field. When using HubSpot as your ATS, you can perform the following actions:

  • Centralized management of applicant information and selection flow with CRM
  • Create a job page and application form with the LP creation function
  • Meeting link function reduces man-hours for schedule adjustment

In addition, the ATS template provided by HubSpot makes it possible to grasp the progress of each candidate on a single sheet. The number of applicants and adoption rate are displayed by recruitment medium, which helps reduce recruitment costs.

It is also characterized by ease of handling that anyone can use immediately. Even for those who think paid tools have too many functions, or for those who are new to ATS, it will help streamline your hiring process. The template can be downloaded for free, so please use it to streamline recruitment management and accumulate data.

It is possible to centrally manage everything from applicant information (action history on the company’s website, application details, etc.) to the selection flow.

4 paid ATS (recruitment management systems)

If you have already introduced ATS, there will be essential requirements and desired functions for ATS. Here are four paid ATS that you should consider when changing trains.

Job Can Recruitment Management

Donuts ATS that provides recruitment management, labor management, attendance management, and payroll calculation. Jobkan Recruitment Management has the following functions.

  • Create a recruitment site
  • Bulk management of applicants
  • Cooperation with more than 10 types of advertising media and search engines
  • Link with LINE
  • Report display of number of applicants by route, passing rate/acceptance rate, etc.

There is a 30-day free plan, so you can try it out before considering introducing it. In addition to batch management of applicants, you can also create a recruitment site. It is possible to collectively manage applicants from a wide variety of channels, such as recruiting media, sites, and agents.

We also collaborate with the following media.

  • Indeed
  • Google job search
  • Jobs on Facebook
  • LINE, etc. (For other collaborative media, request materials or make inquiries)

Since it is linked with LINE, you can apply on LINE and send messages with applicants. It will be easy to use for hiring young people such as part-time jobs, part-time jobs, and new graduates. Reports such as the number of applicants by route, pass rate, acceptance rate, etc. can be displayed, so it is possible to accumulate know-how. Overall, it’s easier to use, even for recruiters who aren’t familiar with the tool.

There are the following price plans depending on the number of newly registered candidates and functions in a month.

PLAN NAME USAGE FEE OVERVIEW
Free plan Candidate registration limit 30 people / month: 0 yen No automatic linkage function for recruitment media, retention period of candidate data for 3 years
LITE plan Candidate registration ~ 50 people / month: 8,500 yen / month

51 to 150 people/month: 30,000 yen/month

151-300 people/month: 70,000 yen/month

301 to 1,000 people/month: 120,000 yen/month

No automatic linkage function for recruitment media, retention period of candidate data for 10 years
STANDARD plan 1 to 150 registered candidates/month: 30,000 yen/month

151-300 people/month: 70,000 yen/month

301 to 1,000 people/month: 120,000 yen/month

Recruitment media automatic linkage function available, candidate data retention period 10 years

 

Job gear solicitation

This is an ATS provided by IDEM, which operates recruitment media, employment, and career change sites. Job gear solicitation has the following functions.

  • Recruitment site and corporate site creation
  • Browse content written by Idem’s dedicated writers
  • Ability to send staff interviews and HR staff messages

As a function, you can create not only a job site but also a corporate site. The content written by IDEM’s exclusive writers is transmitted, so it will be a reference for those in charge of recruiting activities. In particular, it will help prevent mismatches between applicants and recruiters. You can also send staff interviews and HR staff messages, so you can convey the appeal in concrete terms.

We work with the following media.

  • Eidem
  • Indeed
  • Google job search, etc.

In addition to web recruiting media such as eIdem and search engines, it is characterized by the expected inflow from print media.

It is suitable not only for recruitment sites, but also for creating corporate sites, adding originality to job advertisements and sites, and appealing to applicants.

Starting with a free quick plan that allows you to post up to 10 job information, there are the following price plans according to the number of created contents and the contents of the created pages.

PLAN NAME USAGE FEE OVERVIEW
quick
plan
0 Yen You can select up to 10 job postings, 1 template, 3 contents, and 3 required contents.
standard plan Initial construction fee
240,000 yen~
30,000 yen/month~
Up to 500 job postings, 1 template, 5 contents, 3 required contents, 2 optional contents can be selected
middle plan Initial construction fee
480,000 yen~
30,000 yen/month~
Up to 1,000 job postings, 4 types of templates (scroll, box, search axis, 4 patterns emphasizing main visual), 5 contents, 3 required contents, 2 optional contents can be selected
custom
plan
Initial construction fee
780,000 yen~
30,000 yen/month~
Unlimited number of job postings, free design, 7 contents, 3 required contents, 4 optional contents can be selected

 

HRMOS

This is an ATS provided by BizReach, which operates the career change sites “BizReach” and “Caritre”, the job search engine “Standby”, and “Standby Company”, which allows free job advertisements to standby. HRMOS has the following functions:

  • Centralized management and visualization of recruitment data
  • Service selection that matches applicant attributes
  • Linked with human resources management cloud HRMOS

It started as a cloud system that can centrally manage and visualize data obtained in recruitment operations. Currently, there is a mid-career recruitment cloud and a new graduate recruitment cloud, so you can choose a service that matches the attributes of the applicant.

Mid-career recruitment is for mid-career recruitment work such as forming the base of applicants, adjusting schedules, and reviewing after recruitment work. We are ready.

After hiring, you can smoothly transition from applicants to employee management, so it is attractive that you can use it consistently from recruitment to personnel work.

In the case of HRMOS, an estimate will be presented according to the expected number of users and functions.

HERP Hire

This is an ATS provided by HERP Co., Ltd. HERP Hire has the following features:

  • Automatically captures application information from media and centrally manages it
  • Works with Slack and Chatwork
  • Centralization of recruitment progress, application results, and pass rate
  • Sending out staff interviews and HR staff messages
  • Data customization

You can automatically import application information from more than 20 media and centrally manage it. Since it is linked with Slack and Chatwork, you can contact applicants at the right time. Not only will scheduling go smoothly, but you can also expect to improve the applicant experience. It is also effective to convey the attractiveness to applicants concretely.

Another feature is that the interface is simple and easy to use. You can see at a glance the recruitment progress, application results and pass rate for each route from direct recruiting to recruitment agencies. You can also customize KPI settings, ROI of paid measures, and data for each interviewer.

Free use with limited functions is also possible.

List of ATS (recruitment management system)

ATS NAME PROVIDER MAIN FUNCTIONS/FEATURES FREE PLAN
engage BizReach ・Recruitment page, recruitment advertisement creation

・Automatic linkage with 5 recruitment media and search engines

・Recruitment support function

〇 (initial cost, monthly cost, job posting, success fee free)
Job Op Lite recruit jobs ・ Abundant materials for creating recruitment sites, pages, and advertisements

・Automatic linkage function to 3 recruitment media and search engines

・Unified management of applications, etc.

〇 (initial cost, monthly cost, job posting, success fee free)
Head of Recruitment net on ・Can work with up to 6 search engines

・There is a discount plan

・ Recruitment support function available

・Paid option available

〇 (Up to 3 applicants can be viewed, up to 4 search engine linkages, trial plan with limited functions available)
Talent Hire Tarentio ・Specialized in applicant information and recruitment phase management

・Automatic acquisition of resume data

・Automatic creation of offer letters

・Intuitive operation

・Data conversion of recruitment process

〇 (Free plan with limited functions available for up to 50 candidates)
HubSpot HubSpot ・Batch management of recruitment actions

・Unification of application forms and transfer of ATS data from CSV is also possible

・Recruitment summary and job page can be created

Can issue team links

・Collaboration with other departments is also possible

〇 (CMS, marketing, sales, service various free tools available)
Job Can Recruitment Management Donuts ・Simple operation

・Creation of recruitment site

・Batch management of applicants from a wide variety of routes

・Cooperation with more than 10 types of advertising media and search engines

Link with LINE

・Display of reports such as the number of applicants by route, pass rate, acceptance rate, etc.

〇 (Free trial available for 30 days)
Job gear solicitation idea ・ In addition to web recruiting media and search engines, we can also expect inflows from paper media.

・ It is possible to create a corporate website in addition to a recruitment website.

・You can browse content written by Idem’s dedicated writers.

・Send out staff interviews and messages from HR personnel

〇 (There is a quick plan for up to 10 job openings)
HRMOS standby company ・Recruitment data can be centrally managed and visualized

・ You can choose a service that matches the applicant’s attributes

Linked with human resources management cloud HRMOS

✕ (Limited-time free campaign each time)
HERP Hire HERP ・Automatically captures application information from media and centrally manages it

・Cooperation with Slack and Chatwork

・Simple interface

・ Recruitment progress, application results, and pass rate can be seen at a glance

・Customizable data

〇 (There is a free plan HERP for SEEDs with limited functions)

 

Use ATS to create a state where you can focus on building relationships with applicants

ATS (Recruitment Management System) is a convenient tool that can collectively manage from job postings to applicant management and hiring. By streamlining the complicated recruitment process, you can spend more time communicating with each applicant and designing a recruitment strategy. If you can concentrate on such essential work, it will lead to raising the level of recruitment.

Including the tools introduced this time, various ATS are currently released. Select which ATS suits your company’s policy, considering its basic functions, platforms that can be linked, and ease of use.

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