1. leader badge
    It is a good product, and it is suitable for different client requirements. It has customization options and flexibility. You can customize a report or configure the workflow based on your requirements. Everything is there in the product, and you can customize it as per your requirement. Our clients found the automation of the payroll, leave attendance, and onboarding modules the most valuable. The Time and Attendance module is fully integrated with this solution and supports multiple data entry modes, such as barcode, biometric device, fingerprints, and face reading. Its core HR module includes features like movement, expense management, exit, and separation. The compensation and benefits module includes features like welfare, retirement, and superannuation. It also has analytical tools. You can create a real-time report based on your requirements. You can also publish that report in different formats, such as Excel, PDF, HTML, etc. It has a chatbot feature, which is using machine learning and nat
  2. Job publishing and application tracking are the most valuable features. You can keep the flow of a candidate's application into one system. The whole collaboration can also be done within the system, which means that you can schedule interviews and add your feedback and ratings there. You can also communicate with the candidates. The analytics part of it is also very valuable. It is a useful feature that we use quite a lot. We don't really use other features such as recruitment marketing or CRM candidate relationship management in SmartRecruiters.
  3. Find out what your peers are saying about Ramco, SmartRecruiters, IBM and others in Applicant Tracking and Recruiting Software. Updated: January 2021.
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  4. The most valuable features are that we can upload documents and download them on demand.It is extremely user friendly. It is very flexible in managing recruitment, especially when you have thousands of applicants as we did. We easily had over 20,000 applicants within a year for some of our positions, so it made it very easy to manage a large application pool. It was very easy to customize by recruiter preference. When you open up someone's profile to see their experience, education, or other things, you can customize that for yourself. It was flexible in that, and each recruiter could set up their preferences. It didn't have to be set up so that everyone had to have the same landing platform, which was very helpful. As someone who trained other HR people on how to use the system, it was very easy to pick up and learn.
  5. The CV parsing feature is the most valuable. It can parse resumes for the database. It is easy to deploy, and it is also stable and scalable. Its support is also good.
  6. The feature that I have found most valuable is the interview schedule piece. This allows me to see what interviews are going on. It allows me to put them on my calendar and to track that piece so that I can follow up both with my candidate and with my hiring manager.
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  8. It's customizable to the level of customer that's using it. That's probably the most valuable feature.

Applicant Tracking and Recruiting Software Articles

Matthew Shoffner
IT Central Station
Nov 03 2020

Internet recruiting has become so important because it allows businesses to utilize the digital landscape to gain access to a larger number of candidates and the capabilities to choose the most qualified candidates. There are numerous benefits of recruitment software once you decide to take part in internet recruiting, such as posting on job boards, scanning resumes, and interview scheduling to name a few. The efficiencies and effectiveness of having an online recruitment system and selection process will enable you to automate sourcing, recruiting, and eventually extend a job offer to the perfect candidate.


Having Recruitment Software as a part of your online recruiting system is an absolute must. The cost of recruitment software is fairly low considering the benefits and savings it will provide.


In the current digital age, most job seekers turn to the internet to land their dream jobs. As a result, it is imperative to integrate online recruitment into your recruitment strategy to improve your candidate search.


Here are the advantages of using online recruitment.


Advantages of Online Recruitment




  1. Better candidates. Almost everyone has access to the internet in this day and age. So if you are looking into expanding your reach, online recruitment is a great way to start. Posting job advertisements online exposes you to a large pool of potential applicants, and by extension, more qualified candidates. Due to the generalized information given in most job advertisements posted on job boards like Indeed, ZipRecruiter, LinkedIn, and Monster, you can use standardized messaging across multiple campaigns. You can cross-post them on different social media platforms and community groups to reach even more people. On top of that, this is an effective way to help a specific target group discover your job vacancy. Other than that, internet recruiting provides you with flexibility and a sense of control over the job advertisements posted. Unlike traditional methods, you can perform modifications and updates on your post’s description and details. You can also remove the job advertisement as soon as you achieved the desired number of applicants.


  2. Cost-Effective. Hiring a new employee requires a substantial amount of expenses. This expense covers the job advertisement fees, travel expenses to third-party recruiting costs, and referral payments to employees who may have recommended the new hire. Taking your recruitment process online allows you to save to prepare for those expenses. Posting a job advertisement to online job boards can be more cost-effective than other methods. Job boards let you post jobs for free, especially if you have connections in professional or industry organizations, and you can have recruiters post across social media platforms. You don’t need to spend a single penny to source for your potential candidates. Posting advertisements on specialized groups allow you to reach out to your target market. Plus, making such an announcement also enables you to inform your network about your vacancies, so they have the opportunity to provide valuable referrals to reach out to potential candidates quickl


  3. Saves Time. Instead of manually going over hundreds of resumes, e-recruiting allows you to sift through potential candidates quickly. Online recruitment platforms have a smart matching technology that sends your advertisement to the leading job boards. They tend to utilize resume keywording to locate a high-quality candidate pool. This process can get tedious and overwhelming if done manually. Most of all, it consumes most of the recruiters’ time, especially when hiring in high-volume. Automation of the candidate selection process allows recruiters to allocate their time to higher value tasks. They can review carefully shortlisted candidates to prepare for the interview process. Ultimately, it helps them hire the applicant that best fits the company.


  4. Efficient Communication. When it comes to using online recruitment, recruiters have the means to easily reach out to potential candidates. Instead of trying to reach them over the phone, you can send mass emails to save you time and streamline the process. Candidates that responded to the job advertisement can directly submit their resume/CV to your email, which allows you to screen them efficiently and answer specific queries in a single platform. Most companies would also perform preliminary interviews through video conferencing applications to narrow down the applicant pool.


  5. Automation of the Application Process. The automation of the application process allows recruiters to curate the job advertisement details without needing IT teams’ help. To post a vacancy, all you need is a job description, a platform, and an internet connection. Most job seekers are utilizing well-known job boards, making perfect sense to use them to find top talents. These platforms are mostly user-friendly for both recruiters and job seekers, and almost anyone can browse through them to apply.


Disadvantages of Online Job Portals


There are a couple of downsides to utilizing job portals that you should look into before fully committing to this strategy.




  1. Surplus of Unqualified Applicants. Since you expose the job vacancy to thousands of users online, anyone can apply. Receiving more applications can indicate that there can be a majority of candidates who don’t fit the job description. This overexposure can lead to a surplus of unqualified applicants that you have to screen. You might end up sifting through hundreds of applicants and have a handful who are qualified enough for an interview. To be fair, it won’t be too difficult to weed out the least qualified applicants if you have concrete criteria at hand. Most recruiting software also has programs that allow you to screen their applications using keywording technology quickly. Therefore, if you already have an applicant tracking system, this should not be much of a problem.


  2. Cultural Fit. Because much of internet recruiting involves communication over email, phone calls, and video calls, recruiters might fail to see if they fit with the company culture. Candidates might also find it challenging to deliberate whether they can work well within the company. Therefore, it can be helpful to hold opportunities for in-person interviews.


  3. Technical Issues. To become successful with online recruitment, one must acquire access to a stable internet connection. Technical issues like poor Wi-Fi can hinder recruiters from accessing cloud-based storage, especially if it’s not available offline. Interviews conducted online can lead to miscommunications and delays when the internet connection is unstable. Always designate a back-up drive for your files. This security protocol prevents many hindrances in your workflow. Simply put, this lets you carry on with your work until your internet connection stabilizes.

Matthew Shoffner
IT Central Station
Oct 29 2020

Effective utilization of the Applicant Tracking System (ATS) is the foundation for improving the overall HR operations. From recruitment, time-keeping to payroll, there are tremendous benefits of recruitment software for enterprises and small businesses alike.


When shopping for Recruiting Software, pricing is one of the most important factors to consider when selecting any software. Unfortunately, there is no uniform answer when it comes to the ATS costs. Some providers are transparent with their pricing and pricing model while others only provide a pricing quote upon request.


The average cost of an applicant tracking system is $200 per month and can range from $0 to $1 million or more per year depending on your needs and types of use along with the pricing model you use.



ATS Pricing Models


Becoming well-informed of the estimated price range and packages offered by software companies is vital, so you know what to expect. Here’s a breakdown of the pricing models commonly offered by applicant tracking system vendors.




  • Open-Source. For startups and small businesses, open-source ATS is the perfect software solution for you. Open-source software is most often free of charge. These systems can also be acquired and integrated into your operations for as long as you want. This system is ideal for companies that are looking into automating their HR processes at no cost. The downside is that you have to complete all the setup, maintenance, and customizations yourself. If you have an IT team that can take the time for those tasks, then this could be a good option for you. Some open-source recruiting software may not be completely free. There might be other after-purchase costs.


  • Pay per recruiter. Pay per Recruiter (PPR) is the most common pricing model offered by ATS vendors. The PPR model’s cost depends on the number of recruiters and hiring managers that utilize the software. It is paid every month, with prices ranging from $60 to $100 for every recruiter. You should also expect additional implementation fees separate from the established expenses.


  • Pay per employee. Pay per Employee model derives with prices based on two things: The size of their client’s organization and the number of employees. Unlike PPR, they do not focus on the recruiters using the applicant tracking system. Instead, they charge depending on the total number of employees that make up a company. For this model, most ATS vendors charge $4 to $7 per month, per employee. However, these prices get reduced when employee numbers reach thousands.


  • Pay per vacancy. Pay per Vacancy determines the number of job vacancies you are going to post at a time. Some vendors who utilize this model charge based on the total number of applicants/resumes that went through the system. More often than not, companies use Pay per Vacancy in conjunction with other pricing models. It is important to note that this pricing model does not count archived job openings and inactive resumes. Pay per Vacancy usually ranges from $5 to $19 per job opening every month. For vendors charging based on the number of resumes, the monthly rate is usually around $0.01 to $0.20.

  • One-time fee. Flat rates or one-time fees come into play in conjunction with another pricing model. However, a handful of ATS vendors charge a flat rate, which can last you a lifetime. This price model means that you only need to pay once, and then you can utilize the software as much as you like. One-time fees typically start at $200 depending on the ATS features and services provided.



Other Costs To Consider


There are other costs to consider when you are looking into integrating ATS into your existing system. Although many features and services come included in the initial pricing models, you can expect additional work expenses. Additional costs can cover maintenance and ongoing support to sustain the performance of your applicant tracking system.




  • Implementation. Implementation services for ATS involve installation, software customization, data migration, and integration to other software. They can also provide a dedicated team of implementation specialists to perform the job. The prices for these types of services may be different for various providers.


  • Training. While some ATS vendors offer free training services, you can expect some who give them at a substantial amount. ATS vendors who charge for training services are often performing training at their client’s site for convenience.


  • Support. The initial pricing most often covers basic support such as email support, ongoing inquiries, and more. However, some ATS providers offer advanced support packages for those who wanted to avail. These services include prioritized support and exclusive access to a dedicated customer service manager. This model allows them to resolve arising issues and anticipate conflicts before they get out of hand.

Matthew Shoffner
IT Central Station
Oct 27 2020

Recruiting the best talent is the cornerstone of a growing business. As companies expand, hiring needs also increase. This increase often results in overwhelmed and stressed out in-house recruiters, especially if your operations lack a dynamic system. There are adverse effects from inundating your recruiting staff with too much work - candidates may not receive timely or accurate communications, feedback from interviewers can get lost or need the recruiter to follow up causing a delay, great candidates can easily slip through the cracks.


Recruiting software can solve these issues and allow the recruiter to spend more of their time on higher value-add items that ensure the best candidate for the business is hired. Automating the recruiting process, from sourcing applicants to onboarding the newly hired employees, can streamline the hiring process and add more value at a marginal cost.


Here are five key benefits of recruiting software from which your HR team can utilize.




  1. Reduce time to hire. The primary benefit of acquiring a robust recruiting software is to streamline the hiring process, shortening the time between the hiring manager’s request and when the new hire starts their first day of work. ATS eliminates the manual aspect of recruitment. Automated processes involve monitoring the status of applicants, scheduling them for interviews, and more. Recruiters can take advantage of this by focusing on the critical aspect of recruitment. They can prioritize holding in-depth interviews and reviewing the short-listed candidates. Reducing time-to-hire is especially vital in a competitive job market. When the recruitment process takes too long to complete, there is a greater tendency to lose the perfect candidate to your competitors. This issue mostly happens to in-demand industries like IT and engineering. However, such a scenario is a risk for any industry, especially with the current volume of retiring-age workers. Furthermore, recruiting software improves workflow while providing a positive impact on the overall candidate experience.


  2. Improve the quality of your hires. Once your recruiter is released from the more manual tasks surrounding the process, they can focus on the in-depth, value-add aspects of their job that can improve the quality of the candidate you hire. One crucial step in the recruiting is sourcing - job boards, events, scouting, etc. Using ATS, recruiters can optimize messaging for where they’re sourcing candidates from while still maintaining a level of consistency and standardization, thereby bringing in more candidates that are qualified for the open position. Recruiters can review which source and messaging is bringing in the best candidates, then improve the messaging across all channels or more closely focus on the sources that are working. Once great sources and messaging are set up, they can turn their attention to more deeply evaluating the shortlist of candidates that were surfaced by the recruiting software. Surfacing great candidates using software can be a bit tricky, but thoughtfulness and a manual quality check to start will ensure you’re not removing any qualified candidates from your list of potentials.


  3. Monitor End-to-End Recruitment Process. Companies that implement recruiting software into their business operations can perform high-volume hires efficiently. A centralized applicant tracking system allows them to monitor hires across many different departments. HR managers can easily track the status of these applicants to check their progress. You can also retrieve relevant information about potential candidates on the spot. Simultaneously, recruiters and managers can quickly collaborate in one place instead of piecing data together across multiple platforms. Other than that, recruiters can communicate with applicants to schedule them for interviews. Additionally, Gmail or Outlook can provide seamless integration for recruiting systems for improved communication. This integration allows recruiters to schedule candidates for interviews through calendar invites. Most recruiting software can also provide analytics regarding the recruitment process. For instance, you can analyze the effective sourcing methods (referral, job fair, internal hire, etc.) from studying which acquired the most candidates. Relevant insights allow recruiters to make informed decisions and hire more efficiently.


  4. Better internal communication. Recruiters can efficiently communicate with employees across different departments to check their availability for interviews. Other employees can access the system to look at a candidate’s resume or any supplement information for the role, while hiding sensitive information, like the compensation package. This feature ensures that other employees can only access the information they need to fulfill their respective departments’ roles.


  5. Improve the Applicant Experience. Companies tend to forget that these candidates are also interviewing them. The recruiting process is the first interaction candidates have with your company. As quickly as a faulty process can deter a candidate from accepting a position, a great process can highlight your company in the right ways and win the perfect candidate over a competitor. The applicant experience leaves a mark on your principles and values. As mentioned, automating portions of the recruitment process allows recruiters to focus on more important tasks. Regardless of whether they get hired or not, a smooth process leaves applicants with a positive impression of your company. Otherwise, applicants can proceed to leave a negative review on Glassdoor or Indeed. Depending on the review’s content, even one negative comment can dissuade desirable future candidates from applying for other positions. Recruiting software improves the applicant experience providing steady communication and efficient processing of the application. Automated software involves a comprehensive careers page that continuously assists applicants throughout the recruitment cycle. The process is seamless from the initial submission of the resume/cover letter to the scheduling for the interview. Recruiters who do not have technical experiences can create career sites. This application allows them to iterate whenever new jobs need to get added, update job descriptions, and more. Nonetheless, they don't need to wait for the IT team to update the page for them. They can easily curate the page to accommodate the best candidates possible.

Find out what your peers are saying about Ramco, SmartRecruiters, IBM and others in Applicant Tracking and Recruiting Software. Updated: January 2021.
457,209 professionals have used our research since 2012.