I often see people on LinkedIn asking which ATS to use.
One thing I do know is that almost everyone is never truly happy with their ATS, there's always something my ATS doesn’t do as well as my last ATS.
And love them or hate them, they're really the only way to track candidates from apply through to hire, unless you are still working from Excel.
The most useful thing from an attraction perspective is having an ATS that tracks application source, and then actually using that functionality, and tracking every advert.
By doing this you can then start to optimise your media spend, only spending where and when appropriate. Making the most of that hard to come by budget. That big question of “where do my hires come from?” can be answered, and you’ll be surprised when you look at the data available. But when you do, you’ll reap the rewards.
This year’s report tracks 4,218 top hirers and the ATS they use. The employers we track range from a large company like Amazon with 13,000+ open positions to a small startup currently filling just a handful of roles. It turns out they use a total of 109 ATS’s among them.