Applicant tracking system features

Applicant Tracking Software (ATS) from different vendors is as unique as the companies that use them. Each ATS comes with its own set of features and capabilities. Companies frequently customize their ATS to align with their specific hiring requirements. However, there are some essential Applicant Tracking System features you should check before making your final decision.

According to reports by MMR, the Applicant Tracking System (ATS) Market is set to experience strong growth, anticipating a Compound Annual Growth Rate (CAGR) of 6.10% throughout the forecast period. The market's projected total valuation is expected to reach USD 3.69 billion by 2029. Along with market demand, today's perpetual technological advancements signify a promising future for organizations investing in an applicant tracking system (ATS).

What is the Applicant Tracking System (ATS)?

An Applicant Tracking System (ATS) is a software solution that manages all recruitment needs and activities. It is a comprehensive data bank for the hiring process, allowing recruiters to update and track their recruitment activities daily.

The ATS simplifies various tasks involved in the recruitment process, such as sourcing and submitting resumes, tracking the status of employer activities, including submissions, interviews, and placements, updating interviews and placement details, storing resumes in a database for future reference, sending bulk emails to candidates and vendors, and integrating with Vendor Management Systems (VMS) to receive job listings directly.

It is a vital tool for recruiters to streamline their hiring processes and maintain an organized approach to talent acquisition.

How does an ATS work?

Applicant Tracking Systems (ATS) operates seamlessly within your hiring process by utilizing a combination of AI and workflow integrations. These systems automate various tasks, from job applications to interview preparation and offer letters.

Effective ATS streamlines the entire recruitment process. It provides a user-friendly online application interface, minimizing the need for candidates to navigate through extensive profile creation. This simplicity reduces friction, encouraging more candidates to apply.

Once candidates submit their applications, the hiring team can easily review, contact, request additional information, assign assessments, and schedule interviews. Throughout this process, the ATS updates candidate profiles automatically, compiling detailed information such as test scores, qualifications, and skills.

Applicant Tracking System Features

Flexible Candidate Pipeline Customization

A top-notch ATS should allow for the tailoring of candidate pipelines to suit various recruitment scenarios. This adaptability is crucial for catering to different roles, sectors, and client needs. For example, the approach for recruiting IT professionals might differ from that used in healthcare recruitment.

Advanced Resume Analysis and Matching

According to Affinda, keyword-based resume parsing boasts 70% accuracy.

Therefore, your ATS should have the ability to efficiently parse resumes and match candidates through sophisticated keyword identification. This feature saves recruiters time and ensures precise alignment of candidates with job requirements based on their skills and experience.

Effortless Job Board and Social Media Integration

According to G2, 60% of job applications roll in through online job boards. However, on average, a recruiter spends 20-30 minutes to post a single job on one job board. Now, if a recruiter has 5-7 jobs to post on 5 different job boards, it could take a whole workday or more.

A Modern ATS should integrate smoothly with leading job boards and social media platforms. This integration streamlines job postings, saves time, and widens the candidate search, increasing the chances of finding suitable applicants.

In-depth Reporting and Analytical Tools

Successful staffing requires data-informed strategies. ATS should offer comprehensive analytics and reporting capabilities, covering metrics like time-to-fill and the effectiveness of candidate sourcing. These insights help agencies fine-tune their recruitment tactics.

Automated Candidate Communication

Keeping candidates updated through automated messaging is critical for a positive recruitment experience. An ATS that supports automated and personalized candidate communication demonstrates an agency’s commitment to professionalism and enhances candidate engagement.

Emphasis on Compliance and Security 

In an era of heightened data privacy concerns, an ATS must prioritize security and compliance, such as GDPR adherence, strong data encryption, and controlled access based on user roles. Savvy hackers target ATS platforms due to the valuable data stored and a secure ATS can help prevent identity theft, phishing, and other common cyberattacks. This protects sensitive information and builds trust with candidates and clients.

In addition to these measures, it’s vital to conduct regular online penetration tests to identify and address potential vulnerabilities. Pentests simulate real-world attack scenarios, allowing you to proactively strengthen your security defenses and ensure that your ATS remains resilient against evolving threats.

Mobile Accessibility and Intuitive Design

Given the mobile nature of recruitment work, ATS platforms should be accessible on mobile devices. An intuitive and easy-to-navigate interface is also essential, ensuring quick adoption and optimal use by recruiters.

CRM Integration and Tool Compatibility

An ATS that seamlessly connects with CRM systems and other essential tools like email and calendars enhances organizational efficiency and candidate communication, leading to better overall recruitment management.

Also, check our blog ATS vs CRM: Why Do You Need Both?

Scalability and Adaptability for Future Needs

The recruitment sector is ever-changing, making it essential for an ATS to be scalable and adaptable. This ensures it can keep up with growing client demand and evolving market trends, remaining relevant and efficient in the long term.

Customized Career Pages

One of the features your ATS must have is the ability to create customized career pages. In a survey conducted by LinkedIn, 61% of Talent Acquisition leaders believe that the company’s career page stands out as the optimal platform for effective employer branding.

Beyond posting job openings, applicant tracking systems empower recruitment agencies to create customized career pages that act as a powerful tool for attracting and engaging top talent.

The best part? No coding knowledge is required. Unlike generic job boards, tailored career pages narrate compelling brand stories, highlighting a company’s distinct culture, values, and mission.

Click here to learn how to set up your career page with Recruiterflow.

Candidate Scoring

Applicant Tracking Systems should empower recruiters to move beyond subjective evaluations. By providing a centralized platform for interviewers to leave structured notes and scores for candidates.

By leveraging candidate scoring in ATS, recruiters can ensure fair and unbiased evaluations, improve collaboration, and ultimately make smarter hiring decisions. 

Also Read: Benefits of Applicant Tracking Software

Checklist for choosing the best ATS software for your agency –


  • Can ATS easily handle bulk data uploads, specifically from spreadsheet files?
  • Is manual data entry necessary, or does the system support efficient import processes?


  • How seamless is the process for exporting candidate data, especially in large volumes?
  • Is there any limit or difficulty in exporting a significant number of candidate records?
  • Does ATS offer a robust search functionality to locate specific candidate records quickly?
  • Can users search for candidates using various data points, such as biodata?


  • Is it possible to create and customize tags for organizing and segmenting candidate data?
  • Can the system accommodate personalized segmentation criteria, like language or skill sets?

Google Apps

  • Does ATS integrate smoothly with Google Apps for efficient workflow integration?
  • Are there any limitations or challenges when using ATS within the Google Apps environment?


  • Does ATS support collaboration among team members in the recruitment process?
  • How user-friendly is the platform for team-based recruitment activities?


  • Can ATS be tailored to accommodate specific interview processes, such as avoiding phone interviews?
  • Is there flexibility in adapting the system to match unique recruitment preferences?


  • Is there a feature for bulk messaging, like mail merging, to personalize communication with candidates?
  • How easy is it to send tailored messages to a large number of candidates?


  • Does the ATS provide an easy and efficient way to distribute job postings or advertisements?
  • How many steps are involved in initiating a job advertisement, and is it user-friendly?


In the modern era of recruitment, where skilled candidates are coveted prizes, success hinges on having the right recruitment tools. Applicant tracking systems equip recruiters with the power to streamline processes, attract top talent, and make smarter hiring decisions. 

Now that you’ve read about what are the must-have features in your applicant tracking software, it’s time to read about the best ATS software.

Related Posts

Leave a Comment