Applicant tracking system (ATS)

An applicant tracking system (ATS) is an automated management software that helps to organize and track applicants through every step of the hiring process. It can be used for every type of business including retail operations, medical practices and more. 

It also helps to keep track of the information about each applicant, such as:

• who they are;
• where they have applied for jobs at your company (or if they've applied for multiple jobs);
• what positions they have applied for;
• how old their application was when it was submitted (if applicable).

An ATS system saves recruiters from having to search through their inboxes for resumes and applications all day long — and it ensures that candidates aren't forgotten about or lost in the shuffle.

A CRM is a software program designed to manage your customer relationships. It allows you to track all of the interactions that you have with customers, from sales to support requests.

ATS HR systems are used by recruiters and hiring managers alike for tracking applications from jobseekers.

When choosing an applicant tracking system for HR, you'll want to consider the following factors:

• The size of your company. If you're a small business that receives one application every few months, you may not need the full functionality of some of the more expensive products on the market. However, if you're a large company with thousands of applicants per week, then it would be wise to invest in something robust and scalable enough to handle those kinds of demands.
• The type of jobs you do. If your job consists mostly of entry-level positions that don't require deep experience or specific education (think fast food restaurant workers), then it's okay if your ATS doesn't have much customization built into it; however, if your job postings are for higher-level positions (like doctors), then look for an ATS that can handle detailed requirements like certifications or degrees because those are likely important criteria when evaluating candidates. In addition — and this goes without saying—you should make sure that any software or hardware used by both recruiters and candidates complies with any applicable laws regarding privacy and discrimination protection.