This usually breaks down when there are two or three vacancies open simultaneously, when nobody can say how many applications came in, who has received a response, or what the hiring manager thought of the shortlist.
There are several established options in the UK market, including Access PeopleHR Evo. When shortlisting an applicant tracking system look for features that covers the following:
Vacancy posting and a mobile application page
An applicant tracking system (ATS) should make it easy to create and publish job vacancies and accept applications through the application page. Access PeopleHR Evo facilitates publishing vacancies and job posts and supports mobile-optimised application processes. This means candidates can apply using their phones while HR teams can handle recruitment tasks online.
One candidate record
Candidate information should be kept in one record instead of being scattered across spreadsheets, inboxes and separate documents. A centralized record contains application details, notes and status updates. This gives recruiters a view of each candidate at every stage of the process.
Scoring against your own criteria
Recruiters have to assess applicants based on the requirements of a role. Access PeopleHR Evo recruitment software allows applicants to be scored against defined criteria. This helps teams find candidates who meet the requirements and make shortlisting decisions using information from one place.
Hiring manager collaboration
Recruitment usually involves more than one person. An ATS should make it possible to share shortlists and keep hiring managers involved. without depending on email chains. Having all candidate information in one place means everyone involved in the hiring process can access the same recruitment record.
Video and audio interview questions
Interview tools can help recruiters get details before setting up a live interview. Access PeopleHR Evo
offers video questions during the application stage, which lets teams assess factors such as communication skills and confidence earlier in the hiring process.
Automated candidate updates
Candidate communication is an important part of the recruitment administration process. An ATS should help teams keep applicants updated about their status and provide reminders or notifications that reduce the risk of applications being overlooked. This makes for an organised process for both recruiters and the people applying for jobs.
A handover into onboarding
Hiring should not stop once an offer is accepted. An ATS should support the transition to onboarding, including planning for the new employee's arrival, welcome procedures and the details needed for their first day. Access PeopleHR Evo refers to this as moving from recruitment to onboarding within its HR system.
GDPR retention and deletion
Candidate data must be handled responsibly. UK businesses should look for recruitment software that has controls for candidate consent, data retention and data deletion. Access PeopleHR Evo combines the Applicant Tracking System with retention, deletion and consent tools built to meet UK GDPR rules.
Conclusion
The easiest feature to overlook may be the most important: whether the system sits inside the HR platform or beside it. If it sits beside the HR system, every hire may need to be entered twice, once as a candidate and again as an employee. Access PeopleHR Evo builds recruitment into the same employee record, which is the difference between standalone hiring software and an HR system that also supports recruitment.
