An Applicant Tracking System (ATS) can offer a multitude of features, which are not only valuable to internal Talent Acquisition teams but also to other stakeholders, depending on their day-to-day responsibilities.
In this article, we explore how an ATS can be successfully used by various teams and stakeholders, and what value each one gains from using talent acquisition software.
Eploy and AssessFirst partnership
Eploy is a trusted partner of AssessFirst and is the complete cloud-based Talent Acquisition Platform for modern in-house recruitment teams.
Through the partnership, AssessFirst customers are enabled to create a smooth recruitment process for all using Eploy, a recruitment software that combines an Applicant Tracking System, Recruitment CRM, Onboarding, and Analytics into a unified web-based platform. It integrates seamlessly with your careers site to provide an excellent candidate experience.
How different teams can leverage an ATS
Talent Acquisition Teams
In-house recruitment teams gain great value from an ATS when it comes to increasing their strategic impact. Whether it’s speeding up the job requisition process, automating the screening of CVs, engaging candidates through automated emails, or scheduling interviews, the result is:
- More intuitive recruitment
- Streamlined processes
- Reduced Time to Hire
- Improved Quality of Hire
Hiring Managers
Hiring Managers can use an ATS to collaborate efficiently with recruiters. This includes submitting job requests, reviewing applications, booking interviews, and accessing talent insights—all in one place. This leads to:
- More consistent and compliant recruitment
- Hiring Manager-led recruitment
- Proactive, data-informed decisions
Candidates
With an ATS, candidates enjoy a smoother application process. They can track their application status, choose interview slots, and benefit from easier onboarding. This results in:
- Effortless registration & application
- Stronger engagement with the company brand
- Ability to save jobs and apply later
HR Teams
HR professionals can access relevant recruitment metrics via the ATS. This includes monitoring diversity data (ED&I), optimising strategy through insights, and integrating seamlessly with payroll and HR systems. Benefits include:
- Data-driven recruitment management
- No manual data entry or duplication
- Better control over costs and diversity metrics
Employees
An ATS enables better internal mobility through greater visibility of internal vacancies. Many systems also include Employee Referral features—an efficient, cost-effective method of sourcing talent with strong cultural fit.
IT Teams
ATS platforms help IT ensure data compliance (e.g. GDPR), manage access securely, and integrate with existing systems. Vendor support and robust architecture are also key advantages.
Recruitment agencies
Recruitment agency partners benefit from better visibility of client opportunities. An ATS helps avoid duplicated outreach and improves candidate tracking, saving time on both sides.
ATS benefits by Stakeholder
| Stakeholder | Main Benefits |
|---|---|
| Talent Acquisition | Faster sourcing, CV automation, lower time-to-hire, better quality-of-hire |
| Hiring Managers | Collaborative hiring, live dashboards, better job requisition tracking |
| Candidates | Improved application experience, real-time updates, easier onboarding |
| HR Teams | Diversity tracking, cost savings, seamless HR/payroll integration |
| IT Teams | GDPR compliance, data security, system integration |
| Employees | Internal mobility visibility, streamlined referral programs |
| Recruitment Agencies | Fewer double submissions, clearer communication with clients |
Real life recruitment: Samworth Brothers
Recruitment at Samworth Brothers was previously managed using multiple spreadsheets and tools within Office 365. With around 2500 roles per year and up to 900 live vacancies at any one time, this led to:
- Inconsistencies in process and candidate communication
- Difficulty tracking previous applications or agency submissions
- Manual sifting and compliance checks
- Unreliable reporting due to manual data collection
- No way to monitor diversity or measure ROI from job boards
“Every role that was recruited for felt like we were starting again…”
By switching to Eploy’s ATS, the company improved collaboration, reduced administrative burden, and established a consistent recruitment process.
Facing similar recruitment challenges?
If managing 2500+ roles a year across spreadsheets and emails sounds familiar, you’re not alone. At Samworth Brothers, this approach led to inconsistent communication, manual reporting, and a lack of visibility on past applicants and diversity efforts.
What changed once they adopted an ATS?
- Managers became more autonomous
- Bottlenecks were identified and resolved
- ROI became measurable
- Candidate experience improved at scale
The transformation wasn’t just technical—it reshaped how recruitment was perceived across the business.
👉 Explore how this shift happened, and what lessons you can apply to your own recruitment setup.
How to choose the best ATS
Choosing an ATS means aligning functionality with your organisation’s specific needs—recruitment volume, compliance needs, integrations, and user-friendliness.
Learn more about how an Applicant Tracking System can be utilised by your teams and integrated with your use of AssessFirst.
Book a demo to see Eploy’s Applicant Tracking System in action. No hard sell, no strings attached. Just some winning ideas to help you achieve your recruitment goals.
FAQ
What is an Applicant Tracking System used for?
An ATS is used to manage the recruitment process—from job posting and CV screening to interview scheduling and onboarding—by automating tasks and improving hiring efficiency.
Who benefits from an Applicant Tracking System?
Many teams benefit from using an ATS: Talent Acquisition, HR, Hiring Managers, IT, Candidates, and even external recruitment agencies. Each group gains different efficiencies and insights through the system.
Is an ATS only useful for large companies?
No, ATS platforms are valuable for organisations of all sizes. Small to mid-sized companies can use them to automate manual tasks and scale recruitment efficiently.
Can an ATS improve candidate experience?
Yes. Candidates benefit from faster communication, easier application processes, interview self-scheduling, and real-time updates on application status.
