[{"data":1,"prerenderedAt":24},["ShallowReactive",2],{"article-detail-recruiting_and_applicant_tracking_software_what_ats_does":3},{"code":4,"msg":5,"data":6},200,"success",{"id":7,"title":8,"content":9,"img_url":10,"seo_title":8,"seo_keyword":11,"seo_desc":12,"seo_schema":13,"author_name":14,"author_avatar":15,"author_about":16,"view_count":17,"is_old":18,"category_id":19,"category_name":20,"summary":12,"create_date":21,"create_date_text":22,"category_slug":23,"keywords":11,"description":12},632,"Recruiting and Applicant Tracking Software: What ATS Does","\n\u003Cdiv class=\"case-prose\">\n\n\u003Cdiv class=\"article\">\n  \u003Cp>Recruiting and applicant tracking software is a system that helps teams attract candidates, manage applications, and track every hiring step in one workflow. An \u003Cstrong>ATS\u003C/strong>, short for \u003Cstrong>applicant tracking system\u003C/strong>, centralizes job postings, resumes, interview notes, and hiring decisions so recruiters can move faster and stay consistent. If you are asking \u003Cstrong>why use an applicant tracking system\u003C/strong>, the practical answer is that it reduces manual coordination, improves visibility across the pipeline, and creates a repeatable process that scales. This guide explains \u003Cstrong>what is ATS\u003C/strong>, what it typically includes, where it helps most, and how \u003Cstrong>StrategyBrain AI Recruiter\u003C/strong> can extend recruiting workflows by automating early LinkedIn outreach and candidate conversations while your ATS remains the system of record.\u003C/p>\n\n  \u003Ch2 id=\"key-takeaways\">Key Takeaways\u003C/h2>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>What is ATS\u003C/strong>: An applicant tracking system is software that stores candidate data and manages hiring stages from application to offer.\u003C/li>\n    \u003Cli>\u003Cstrong>Why use an applicant tracking system\u003C/strong>: It standardizes hiring steps, improves pipeline visibility, and reduces manual handoffs between recruiters and hiring managers.\u003C/li>\n    \u003Cli>\u003Cstrong>Recruiting and applicant tracking software\u003C/strong> works best when your ATS is the system of record and automation handles repetitive outreach and follow up.\u003C/li>\n    \u003Cli>\u003Cstrong>StrategyBrain AI Recruiter\u003C/strong> can automate LinkedIn connecting, role introduction, Q and A, interest confirmation, and resume and contact capture, then pass qualified leads to recruiters.\u003C/li>\n    \u003Cli>\u003Cstrong>Multilingual coverage\u003C/strong>: AI Recruiter supports 24/7 candidate messaging in any global language, which helps when hiring across time zones.\u003C/li>\n    \u003Cli>\u003Cstrong>Scope boundary\u003C/strong>: AI Recruiter can confirm willingness to interview, but final fit assessment against job requirements still belongs to the recruiter.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch2 id=\"table-of-contents\">Table of Contents\u003C/h2>\n  \u003Col>\n    \u003Cli>\u003Ca href=\"#what-is-ats\">What is ATS\u003C/a>\u003C/li>\n    \u003Cli>\u003Ca href=\"#what-recruiting-and-applicant-tracking-software-includes\">What recruiting and applicant tracking software typically includes\u003C/a>\u003C/li>\n    \u003Cli>\u003Ca href=\"#why-use-an-applicant-tracking-system\">Why use an applicant tracking system\u003C/a>\u003C/li>\n    \u003Cli>\u003Ca href=\"#where-ats-breaks-down\">Where ATS workflows often break down\u003C/a>\u003C/li>\n    \u003Cli>\u003Ca href=\"#how-ai-recruiter-fits\">How StrategyBrain AI Recruiter fits with an ATS\u003C/a>\u003C/li>\n    \u003Cli>\u003Ca href=\"#selection-checklist\">Selection checklist for recruiting and applicant tracking software\u003C/a>\u003C/li>\n    \u003Cli>\u003Ca href=\"#quick-comparison\">Quick comparison: ATS vs LinkedIn automation vs both\u003C/a>\u003C/li>\n    \u003Cli>\u003Ca href=\"#faq\">FAQ\u003C/a>\u003C/li>\n    \u003Cli>\u003Ca href=\"#conclusion\">Conclusion\u003C/a>\u003C/li>\n  \u003C/ol>\n\n  \u003Ch2 id=\"what-is-ats\">What is ATS\u003C/h2>\n  \u003Cp>An \u003Cstrong>ATS\u003C/strong> is an \u003Cstrong>applicant tracking system\u003C/strong> that stores candidate profiles and tracks hiring progress through defined stages such as applied, screened, interviewed, and offered. In practice, it becomes the operational backbone for recruiting and applicant tracking software because it creates a single place for the team to see status, ownership, and next steps.\u003C/p>\n  \u003Cp>When I audit hiring workflows, I treat the ATS as the system of record. That means it should hold the authoritative version of candidate data, stage history, and decision notes, even if sourcing and outreach happen elsewhere.\u003C/p>\n\n  \u003Ch2 id=\"what-recruiting-and-applicant-tracking-software-includes\">What recruiting and applicant tracking software typically includes\u003C/h2>\n  \u003Cp>Most recruiting and applicant tracking software bundles several capabilities. The exact names vary by vendor, but the functions are consistent across modern ATS products.\u003C/p>\n\n  \u003Ch3 id=\"core-ats-functions\">Core ATS functions\u003C/h3>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>Job and requisition management\u003C/strong>: Create roles, define hiring teams, and control approvals.\u003C/li>\n    \u003Cli>\u003Cstrong>Candidate intake\u003C/strong>: Collect applications and resumes, then normalize candidate profiles.\u003C/li>\n    \u003Cli>\u003Cstrong>Pipeline stages\u003C/strong>: Move candidates through stages with clear ownership and timestamps.\u003C/li>\n    \u003Cli>\u003Cstrong>Collaboration\u003C/strong>: Interview feedback, scorecards, and internal notes in one place.\u003C/li>\n    \u003Cli>\u003Cstrong>Compliance support\u003C/strong>: Retention rules, consent tracking, and audit trails where applicable.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch3 id=\"common-add-ons\">Common add ons that affect outcomes\u003C/h3>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>Sourcing tools\u003C/strong>: Candidate search, talent pools, and CRM style nurturing.\u003C/li>\n    \u003Cli>\u003Cstrong>Scheduling\u003C/strong>: Calendar coordination and interview logistics.\u003C/li>\n    \u003Cli>\u003Cstrong>Reporting\u003C/strong>: Funnel conversion, time to stage, and recruiter workload views.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch2 id=\"why-use-an-applicant-tracking-system\">Why use an applicant tracking system\u003C/h2>\n  \u003Cp>If you are hiring more than a handful of roles per year, the main reason to adopt an ATS is process control. Without it, recruiting becomes a set of disconnected spreadsheets, inbox threads, and ad hoc decisions that are hard to repeat or improve.\u003C/p>\n  \u003Cp>Here are the most defensible reasons teams give when they ask why use an applicant tracking system.\u003C/p>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>Consistency\u003C/strong>: Every candidate goes through the same stages and evaluation steps.\u003C/li>\n    \u003Cli>\u003Cstrong>Visibility\u003C/strong>: Hiring managers can see where candidates are stuck and why.\u003C/li>\n    \u003Cli>\u003Cstrong>Speed\u003C/strong>: Less time is spent chasing updates, files, and approvals.\u003C/li>\n    \u003Cli>\u003Cstrong>Accountability\u003C/strong>: Ownership is clear for each stage and next action.\u003C/li>\n    \u003Cli>\u003Cstrong>Better handoffs\u003C/strong>: Recruiters, coordinators, and interviewers work from one record.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch2 id=\"where-ats-breaks-down\">Where ATS workflows often break down\u003C/h2>\n  \u003Cp>Even strong recruiting and applicant tracking software cannot fix a workflow that is missing consistent top of funnel activity. In real teams, the bottleneck is often not the ATS itself. It is the manual work required to start conversations, follow up, and keep candidates engaged.\u003C/p>\n  \u003Cp>In other words, an ATS is excellent at tracking candidates once they are in the system, but it does not automatically create qualified conversations. That is where automation can complement the ATS without replacing it.\u003C/p>\n\n  \u003Ch3 id=\"common-pain-points\">Common pain points we see in practice\u003C/h3>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>Slow outreach\u003C/strong>: Recruiters cannot message enough candidates consistently across roles.\u003C/li>\n    \u003Cli>\u003Cstrong>Follow up gaps\u003C/strong>: Candidates go cold because follow up is delayed or forgotten.\u003C/li>\n    \u003Cli>\u003Cstrong>Time zone friction\u003C/strong>: Global candidates reply outside business hours and wait too long.\u003C/li>\n    \u003Cli>\u003Cstrong>Language barriers\u003C/strong>: Misunderstandings reduce response rates and trust.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch2 id=\"how-ai-recruiter-fits\">How StrategyBrain AI Recruiter fits with an ATS\u003C/h2>\n  \u003Cp>\u003Cstrong>StrategyBrain AI Recruiter\u003C/strong> is designed for LinkedIn hiring workflows. It automates the early stage work that typically happens before a candidate is fully qualified in your ATS. The goal is not to replace recruiting and applicant tracking software, but to feed it with better, faster candidate conversations.\u003C/p>\n\n  \u003Ch3 id=\"what-ai-recruiter-automates\">What AI Recruiter automates on LinkedIn\u003C/h3>\n  \u003Cp>Based on the product capabilities provided, AI Recruiter can do the following with recruiter authorization and job context.\u003C/p>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>Automatically connects\u003C/strong> with candidates that match your search criteria.\u003C/li>\n    \u003Cli>\u003Cstrong>Introduces the role\u003C/strong> and answers questions about the role, company, compensation, and benefits.\u003C/li>\n    \u003Cli>\u003Cstrong>Confirms interest\u003C/strong> in interviewing and keeps the conversation moving.\u003C/li>\n    \u003Cli>\u003Cstrong>Collects resumes and contact details\u003C/strong> from interested candidates.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch3 id=\"24-7-multilingual\">24/7 multilingual candidate communication\u003C/h3>\n  \u003Cp>AI Recruiter provides round the clock responses and can communicate in any global language. In my experience, this matters most when you are hiring across multiple regions because response time and clarity directly affect candidate drop off.\u003C/p>\n\n  \u003Ch3 id=\"scaling-with-multiple-accounts\">Scaling with multiple LinkedIn accounts\u003C/h3>\n  \u003Cp>AI Recruiter supports managing more than 100 LinkedIn accounts so teams can build an AI powered recruiting team. This is useful when your organization needs higher outreach volume without adding recruiter headcount.\u003C/p>\n\n  \u003Ch3 id=\"important-limitation\">Important limitation to plan for\u003C/h3>\n  \u003Cp>AI Recruiter can identify willingness to communicate or interview, but it does not determine whether a resume fully matches job requirements. You should keep final qualification inside your recruiting team and record the decision in your ATS.\u003C/p>\n\n  \u003Ch2 id=\"selection-checklist\">Selection checklist for recruiting and applicant tracking software\u003C/h2>\n  \u003Cp>Use this checklist to evaluate recruiting and applicant tracking software in a way that matches how hiring actually happens. I recommend scoring each item as Must Have, Nice to Have, or Not Needed before you talk to vendors.\u003C/p>\n\n  \u003Ch3 id=\"workflow-and-collaboration\">Workflow and collaboration\u003C/h3>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>Stage definitions\u003C/strong> that match your hiring process and can be customized.\u003C/li>\n    \u003Cli>\u003Cstrong>Role based permissions\u003C/strong> for recruiters, hiring managers, and interviewers.\u003C/li>\n    \u003Cli>\u003Cstrong>Structured feedback\u003C/strong> with scorecards and clear decision logging.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch3 id=\"data-and-compliance\">Data and compliance\u003C/h3>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>Audit trail\u003C/strong> for stage changes and key decisions.\u003C/li>\n    \u003Cli>\u003Cstrong>Retention controls\u003C/strong> and candidate consent handling where required.\u003C/li>\n    \u003Cli>\u003Cstrong>Security basics\u003C/strong> such as encryption and access controls.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch3 id=\"automation-fit\">Automation fit\u003C/h3>\n  \u003Cul>\n    \u003Cli>\u003Cstrong>Clear system of record\u003C/strong>: Decide what must live in the ATS versus what can live in sourcing tools.\u003C/li>\n    \u003Cli>\u003Cstrong>Outreach coverage\u003C/strong>: If LinkedIn is a primary channel, plan for automation that can handle connecting, messaging, and follow up.\u003C/li>\n    \u003Cli>\u003Cstrong>Handoff design\u003C/strong>: Define when a candidate becomes an ATS record, for example after interest confirmation and resume capture.\u003C/li>\n  \u003C/ul>\n\n  \u003Ch2 id=\"quick-comparison\">Quick comparison: ATS vs LinkedIn automation vs both\u003C/h2>\n  \u003Ctable>\n    \u003Cthead>\n      \u003Ctr>\n        \u003Cth>Approach\u003C/th>\n        \u003Cth>Primary strength\u003C/th>\n        \u003Cth>Main limitation\u003C/th>\n        \u003Cth>Best for\u003C/th>\n      \u003C/tr>\n    \u003C/thead>\n    \u003Ctbody>\n      \u003Ctr>\n        \u003Ctd>ATS only\u003C/td>\n        \u003Ctd>Central tracking and collaboration\u003C/td>\n        \u003Ctd>Does not create outreach volume by itself\u003C/td>\n        \u003Ctd>Teams with strong inbound applicants\u003C/td>\n      \u003C/tr>\n      \u003Ctr>\n        \u003Ctd>LinkedIn automation only\u003C/td>\n        \u003Ctd>High volume outreach and fast conversations\u003C/td>\n        \u003Ctd>Needs a system of record for hiring decisions\u003C/td>\n        \u003Ctd>Teams sourcing heavily on LinkedIn\u003C/td>\n      \u003C/tr>\n      \u003Ctr>\n        \u003Ctd>ATS plus StrategyBrain AI Recruiter\u003C/td>\n        \u003Ctd>Tracked pipeline plus automated outreach and follow up\u003C/td>\n        \u003Ctd>Requires clear handoff rules and recruiter review\u003C/td>\n        \u003Ctd>Teams scaling hiring without adding headcount\u003C/td>\n      \u003C/tr>\n    \u003C/tbody>\n  \u003C/table>\n\n  \u003Ch2 id=\"faq\">FAQ\u003C/h2>\n\n  \u003Ch3 id=\"faq-what-is-ats\">What is ATS in recruiting?\u003C/h3>\n  \u003Cp>ATS means applicant tracking system. It is recruiting and applicant tracking software that stores candidate records and tracks progress through hiring stages, including feedback and decisions.\u003C/p>\n\n  \u003Ch3 id=\"faq-why-use-an-applicant-tracking-system\">Why use an applicant tracking system instead of spreadsheets?\u003C/h3>\n  \u003Cp>An ATS reduces manual coordination by keeping candidate status, notes, and next steps in one place. Spreadsheets can list names, but they do not reliably manage collaboration, stage history, or consistent evaluation.\u003C/p>\n\n  \u003Ch3 id=\"faq-ats-vs-crm\">Is an ATS the same as a recruiting CRM?\u003C/h3>\n  \u003Cp>No. An ATS is typically the system of record for applicants in an active hiring process, while a recruiting CRM focuses on sourcing and nurturing talent pools before they apply. Some platforms combine both, but the intent is different.\u003C/p>\n\n  \u003Ch3 id=\"faq-where-ai-recruiter-fits\">Where does StrategyBrain AI Recruiter fit if we already have an ATS?\u003C/h3>\n  \u003Cp>AI Recruiter can handle early LinkedIn steps such as connecting, introducing the role, answering questions, confirming interview interest, and collecting resumes and contact details. Your ATS can then track the candidate through interviews and offer stages.\u003C/p>\n\n  \u003Ch3 id=\"faq-multilingual\">Can AI Recruiter communicate with candidates in different languages?\u003C/h3>\n  \u003Cp>Yes. StrategyBrain AI Recruiter supports 24/7 multilingual communication in any global language, which helps reduce delays and misunderstandings when hiring internationally.\u003C/p>\n\n  \u003Ch3 id=\"faq-qualification\">Does AI Recruiter decide if a candidate is qualified?\u003C/h3>\n  \u003Cp>No. AI Recruiter can confirm willingness to communicate or interview, but it does not determine whether the resume matches job requirements. Recruiters should review resumes and make the final qualification decision.\u003C/p>\n\n  \u003Ch3 id=\"faq-data-security\">How is candidate data handled?\u003C/h3>\n  \u003Cp>Based on the provided product information, candidate information is encrypted, isolated per customer, and not used to train AI models. Access to LinkedIn credentials is encrypted and used only with explicit authorization.\u003C/p>\n\n  \u003Ch3 id=\"faq-how-to-start\">What is the simplest way to start improving our recruiting workflow?\u003C/h3>\n  \u003Cp>First, define your ATS stages and decision points so everyone follows the same process. Next, if LinkedIn is a major sourcing channel, add automation for outreach and follow up so your ATS receives more interview ready candidates.\u003C/p>\n\n  \u003Ch2 id=\"conclusion\">Conclusion\u003C/h2>\n  \u003Cp>Recruiting and applicant tracking software works best when it does two things well: it keeps a clean system of record for candidates, and it supports a repeatable workflow that hiring teams actually follow. That is the core answer to what is ATS and why use an applicant tracking system.\u003C/p>\n  \u003Cp>If your bottleneck is top of funnel conversations, consider pairing your ATS with \u003Cstrong>StrategyBrain AI Recruiter\u003C/strong> so LinkedIn outreach, follow up, and multilingual candidate messaging run continuously while recruiters focus on evaluation and interviews. Next step: map your current hiring stages, decide your handoff point from LinkedIn conversation to ATS record, and pilot the workflow on one role before scaling.\u003C/p>\n\u003C/div>\n\n\u003C/div>\n","https://s11n-static.strategybrain.ca/images/article_post/20260224/Tb9naETN.jpg","recruiting and applicant tracking software, why use an applicant tracking system, what is ats, applicant tracking system, ATS workflow, recruiting automation, LinkedIn recruiting automation, candidate pipeline management","Learn what recruiting and applicant tracking software is, what an ATS does, and why use an applicant tracking system. Includes a practical selection checklist.","{\"ArticleSchema\": {\"@context\": \"https://schema.org\", \"@type\": \"Article\", \"headline\": \"Recruiting and Applicant Tracking Software: What ATS Does\", \"description\": \"Learn what recruiting and applicant tracking software is, what an ATS does, and why use an applicant tracking system. Includes a practical selection checklist.\", \"author\": {\"@type\": \"Organization\", \"name\": \"StrategyBrain Recruiting Systems Team\"}, \"datePublished\": \"2026-03-03\", \"dateModified\": \"2026-03-03\", \"mainEntityOfPage\": {\"@type\": \"WebPage\", \"@id\": \"https://www.strategybrain.ca/knowledge-base/industryInsights/recruiting_and_applicant_tracking_software_what_ats_does/detail\"}, \"url\": \"https://www.strategybrain.ca/knowledge-base/industryInsights/recruiting_and_applicant_tracking_software_what_ats_does/detail\", \"image\": [\"https://s11n-static.strategybrain.ca/images/article_post/20260224/Tb9naETN.jpg\"], \"keywords\": \"recruiting and applicant tracking software, why use an applicant tracking system, what is ats, applicant tracking system, ATS workflow, recruiting automation, LinkedIn recruiting automation, candidate pipeline management\"}}","Elite Source Recruitment Partners","https://s11n-static.strategybrain.ca/images/head_img/2026_01_22/Elite_Source_Recruitment_Partners.png","\nElite Source Recruitment Partners is a leading Canadian firm dedicated to the art of executive and professional search. Founded in 2009, our remote-expert model allows us to serve diverse industries across North America with unparalleled agility.\nWe embody the true spirit of headhunting: a relentless pursuit of the industry’s top performers through dedicated sourcing and direct outreach. Our expertise is broad and deep, encompassing critical business functions such as Finance, HR, IT, and Supply Chain, alongside specialized sectors like Engineering, Legal, and Construction. Supported by the broader resources of the Humanis Advisory Group, we deliver comprehensive human capital solutions that fuel business growth and operational excellence.\n        ",477,1,"1","LinkedIn Insights","2026-03-03T09:30:04","3 months ago","linkedin-insights",1780755649774]