Juggling between managing client relationships, candidates’ resumes, and hiring demands is super overwhelming!
But don’t let these problems take the upper hand.
Take control of your hiring—let tech reduce your recruiting burden and invest in an ATS and CRM system.
Also read: How to hire better with HR tech [+ 4 best tools to get hold of]
ATS vs. CRM: What is the difference?
Even though many of their features overlap, an applicant tracking system and candidate/customer relationship management software are not the same.
An ATS is designed to automate and manage your recruitment process.
It helps with everything—Right from job posting to tracking candidate progress and onboarding.
The system makes it easier for you to handle large volumes of applications and ensure no applicant is overlooked.
On the other hand, a CRM majorly focuses on managing relationships with clients and job seekers. It is really helpful in maintaining detailed records of interactions and nurturing long-term connections.
Also read: 10 signs your company is in urgent need of an applicant tracking system
No matter what you decide on, ensure that your ATS or CRM have the following key features.
9 key features to look for in an ATS/CRM
1. Customizations
Your business is unique, and the hiring software you use should reflect that.
Look for systems that allow you to change workflows, fields, and user permissions to fit your specific needs. See if it provides the option to build your own recruitment dashboard that suits your firm.
2. Integrations
A recruitment system is not the only thing used for hiring. You have to use other tools such as job boards, social media platforms, email services, and more.
Using all of them separately can cause a mess.
That’s why it is better to use hiring software that can integrate with other applications and centralize the whole staffing process.
This smooth connectivity allows data to flow freely between systems. It saves you from manual entries and reduces errors.
3. Scalability
Over a period of time, your agency is going to expand. You need software that can grow with you.
Look for an ATS/CRM that can handle an increasing number of users, candidates, and clients.
See if the system provides multiple pricing options based on the size of the firm and the number of consumers.
This reduces the stress of outgrowing your technology and finding new ones again and again.
4. Compliance with regulations
Candidate data is your most prized asset, and you need to take special care of it. Because of that your ATS/CRM should have strong adherence to regulations like GDPR.
This includes consent management, data encryption, and regular updates to keep up with continuous legal changes. Robust compliance features protect your agency from pitfalls and build trust with applicants and clients by safeguarding their information.
Your firm’s commitment to data privacy and security can also enhance your reputation and attract more business.
5. Mobile accessibility
Recruitment doesn’t always happen at a desk. Hence, you should opt for a mobile ATS/CRM.
It lets you access the system from anywhere, ensuring that you can respond quickly to candidates and stay connected with clients no matter where you are.
Look into the software’s size, user interface, and speed of operations before investing in it.
6. AI assistance and automation
Why do manual work when artificial intelligence can do it for you?
AI can screen resumes, predict candidate success, and suggest the best matches for open positions instantly.
It can also help you in creating job descriptions based on the information you provide with the help of gpt integrations.
This frees you up to focus on building relationships and coming up with new strategies for your business’s growth.
7. Chrome extension
Chrome extension is a must-have feature that you should look for while choosing a new ATS/CRM.
It allows you to capture candidate information directly from web pages and social media profiles, making it perfect for passive sourcing.
With this capability, it is very easy to add applicants quickly to your recruitment database and keep your pipeline full and up-to-date.
8. Reporting and analytics
To come up with any new strategies and improve them, you first need to be aware of the present conditions.
Detailed reporting and analytics tools can help you measure the effectiveness of your hiring methods.
Plus, it allows you to keep track of important recruitment metrics like cost-per-hire, time-per-hire, and such.
9. Emailing capabilities
Maintaining good relationships with all your clients and candidates requires a lot of effort. You need to be regular in communication and have a professional approach.
That’s why you should get an ATS/CRM that lets you send bulk emails, schedule messages, and track interactions.
Try to create templates for personalized messages and updates that help you stay in touch with everyone. This may also include sending them news about industry trends and innovations.
Also read: Want to score more hires? Here’s how recruitment email marketing can come to your rescue
Do you need both ATS and CRM?
Well, there is no one correct answer to this question.
If your primary focus is on managing applications and streamlining the hiring process, an ATS might suffice.
But, if building and maintaining strong relationships with clients and candidates is equally important, you need a CRM.
Think you need both?
Then, it might be a smart move to get an all-in-one recruitment software like Recruit CRM. It has all the above-mentioned features and many more.
It is loved by recruiters across 100+ countries!
Don’t believe us? Book a demo now and see the magic yourself!
Frequently asked questions
1. How do I assess the customer support offered by an ATS and CRM provider?
Assessing customer support offered by software providers involves evaluating the availability and responsiveness of the support team and the range of communication channels (such as phone, email, and chat).
You might want to check user reviews and testimonials to get insights into the experiences of other consumers and help gauge the reliability of the seller’s support services.
Ask the vendor about their support policies, response times, and training resource availability.
2. How can I measure the effectiveness of an ATS and CRM after implementation?
Measure effectiveness by tracking key performance indicators (KPIs) such as time-to-hire, cost-per-hire, user adoption rates, and candidate satisfaction.
Plus, conducting regular feedback sessions with the end users can provide qualitative insights into the system’s performance.
Comparing pre- and post-implementation metrics can also help you assess the impact of the ATS/CRM on your recruitment processes.
3. What are the signs that it might be time to switch to a new ATS and CRM?
Slow performance, lack of scalability, poor customer support, inadequate integration capabilities, and failure to comply with new regulations may be warning signs that it is time to switch.
If the current system slows down your hiring process rather than enhancing it, or if users frequently encounter issues, it may be time to consider getting a new one.
Negative user feedback is the biggest indication that your current recruitment software is no longer sufficient for you.
4. What should be my budget considerations when choosing an ATS and CRM?
Budget considerations should include the cost of the software, training expenses, and fees for implementation, ongoing maintenance, and support.
It’s important to assess the return on investment (ROI) the system will provide over time. Plus, factor in potential hidden costs, such as data migration and customization fees, to ensure a comprehensive financial assessment.
