What is an ATS?
With competition for top talent increasing, organisations are turning to tech solutions to make hiring smarter, quicker and more efficient. That’s where an applicant tracking system (ATS) comes in. In this article, we break down what an ATS is, how it works, who uses them and why it’s become a critical tool for any business.
What does ATS stand for?
ATS stands for applicant tracking system. It’s a type of software that helps employers manage every step of the hiring process, from posting a job to choosing the right candidate.
The main goal of an ATS is to simplify and streamline the hiring process using technology. Businesses can use an ATS to screen resumes, track job posting and recruitment progress instead of relying on emails, spreadsheets or paper forms. They create a smoother and more effective hiring experience for recruiters and applicants.
What does an ATS do?
Applicant tracking systems do more than just collect resumes; they help manage job applications from start to finish. Recruiters can easily track where someone is in the hiring process with all candidate information stored in one location.
Hiring teams typically start the process with job description templates, which make it simpler to create and push out listings across multiple job boards with just a few clicks. This helps ensure consistent messaging and saves time re-entering the same details (like workplace benefits) over and over again.
Once applications roll in, the system takes on another important task: screening. ATS can scan resumes for keywords or qualifications that match the job criteria, making it easier to identify strong candidates. This screening process helps recruiters manage high volumes of applications efficiently.
How does an ATS work?
Applicant tracking systems are cloud-based, which means they’re accessible from anywhere (with access to the Internet) and updated regularly. They’re user-friendly, with easy-to-navigate dashboards and workflows for HR professionals and hiring managers.
Many platforms also use artificial intelligence and data analytics to analyse trends, spot talent gaps and predict hiring needs, helping businesses make smarter, data-driven decisions.
A standard workflow in an ATS usually starts with collecting applicant data. This information is then analysed and presented in ways that support decision-making. For example, a manager might use application data and screening results to decide who’s ready for an interview, while HR might track recruitment metrics for strategic hires.
One of the biggest advantages of an ATS is the way in which it connects various HR functions and integrates with other systems. It can link to payroll systems, employee self-service portals, learning platforms and more. Additionally, an ATS can integrate with other HR systems, CRMs and Single Sign-On (SSO) solutions, streamlining access and reducing friction for users. In Singapore, this can also support integration with government portals for compliance with local employment regulations.
This integration simplifies access by allowing employees and HR teams to use a single interface for various tools and information, eliminating the need to log into multiple systems. HR teams benefit from consistent, accurate data across systems, minimising administrative tasks and errors.
Who uses an ATS?
Applicant tracking systems are used by a wide range of people involved in the hiring process. Recruitters use them to manage applicant workflows, stay on top of communication and keep everything organised. HR professionals rely on them to ensure hiring practices are consistent and meet compliance standards. Hiring managers use them to review applications and give structured feedback. For larger organisations, talent acquisition teams and executive leaders often lean on the data and analytics features to plan and optimise recruitment strategies.
ATS platforms aren’t just for big corporations. Businesses of all sizes use them, especially now that cloud-based solutions make the tools more accessible. For startups and small businesses, an ATS saves time and keeps the process organised, especially with limited staff.
Larger companies rely on ATS tools to manage high volumes of applications, maintain consistency across teams and stay compliant with hiring policies. Whether a small team or a global enterprise, an ATS helps streamline recruitment and support better hiring decisions.
Why use an ATS?
There are many reasons businesses choose to use an ATS. One of the biggest benefits is saving time and money. Automating tasks like resume screening and interview scheduling helps speed up the process, reducing pressure on the hiring team. Faster hiring and fewer mis-hires mean less money spent overall.
A well-designed ATS also improves the candidate experience. Applicants are more likely to receive timely updates, interview scheduling is smoother and communication feels more consistent. This can have a big impact on your employer brand; no one likes being left in the dark after submitting a job application.
Hiring efficiency is another big win. With everything in one place, teams can collaborate better and avoid duplication. The system keeps track of where candidates are and what actions have been taken, reducing the chance of losing a great applicant to delays or miscommunication.
From a strategic perspective, an ATS also supports better decision-making. Many platforms offer built-in reports and dashboards, helping HR teams identify bottlenecks, compare job performance across the organisation and refine their overall approach to recruitment. This kind of data is becoming increasingly valuable as companies aim to hire quickly and smartly.
By keeping clear records of every step in the process, an ATS also helps organisations meet legal requirements and follow fair hiring practices.
Frequently asked questions
Do companies still use ATS?
Yes, many businesses still use ATS, and these systems are getting smarter all the time. As hiring becomes more complex and fast-paced, many organisations rely on ATS tools to keep up. Many platforms do more than just tracking applications. They’re using AI to help rank candidates, suggest better job descriptions and even automate things like follow-up emails.
Newer features include chatbots to answer candidate questions, mobile access so hiring teams can work on the go and easy integration with tools like video interviews and background checks. ATS tools keep getting better, making it easier for employers to hire and candidates to stay engaged.
Are ATS used in Singapore?
ATS platforms have strong uptake in Singapore across private, public and not-for-profit sectors. Global providers serve clients around the world, with many tailoring their platforms to meet local requirements. Whether you're hiring baristas in Bugis, engineers in Jurong or policy advisors in Raffles Place, there’s a good chance an ATS is involved somewhere along the way.
Singaporean businesses face the same challenges as many other countries worldwide, including finding talent quickly, improving hiring decisions and offering a good candidate experience. A robust ATS helps with all of that.
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