Introduction
If you’re running a fast-growing company, you probably feel the pressure of hiring. You’ve outgrown your old methods, and it shows. High turnover, overwhelming hiring tasks, and the costly impact of bad hires may weigh on you continually. More importantly, you want a process that protects and sustains your company culture as you grow.
An applicant tracking system (ATS) exists to help with these pain points. They promise improved efficiency, less manual labor, and ultimately, better hiring results. But even the best system isn’t perfect. Some are tough to learn, some lack critical features, and others are simply too expensive. This straightforward guide outlines core complaints, must-have features, and actionable tips for evaluating applicant tracking system solutions—grounded in recent research and CEO-focused insights.
Why CEOs Care About Applicant Tracking System Solutions
Scaling Up Efficiently
As your company adds locations or staff, manual hiring crumbles under complexity. An applicant tracking system keeps processes organized as you grow, preserving quality and agility.
The Cost of Bad Hires
A wrong hire does more than increase payroll—it lowers morale and disrupts workflows.
Attracting Top Talent
With competition for skilled professionals at an all-time high, you need a system that reaches and engages the best candidates—even those not actively job searching. Consider solutions with robust talent pools and passive candidate tracking.
Reducing High Turnover
A reliable applicant tracking system not only reduces time-to-hire but also helps ensure consistency in how roles are filled across departments. An applicant tracking system introduces structure, making it easier to slow down and assess fit, skill, and potential.
Managing Complexity & Delegation
A well-designed applicant tracking system lets you delegate tasks confidently, decreasing management stress and keeping everyone on the same page.
Protecting Company Culture
Applicant tracking system platforms that include assessment features can illuminate whether candidates are truly aligned with your company values—helping to safeguard your culture.
Engaging Passive Candidates
Top candidates may not be actively looking, but a good ATS should help you nurture these prospects for future roles.
Streamlining Referral Management
Referral programs drive excellent hires. Look for an ATS offering integrated employee referral management, allowing you to track and reward internal recommendations and supercharge your sourcing pipeline.
Ensuring Data Privacy
With evolving data compliance standards, security is central. Modern ATS platforms should prioritize safe storage and processing of applicant information to protect your brand and candidates.
Common Complaints About ATS
1. Hard to Use
Many CEOs and recruiters complain about clunky user interfaces or an abundance of unnecessary steps. When basic tasks become complex, your team grows frustrated and adoption falls.
Impact: Slower hiring, lower adoption, poor candidate experience.
2. Weak Customer Support
When help is slow or ineffective, hiring grinds to a halt. Fast support is a recurring issue in user reviews and surveys.
Impact: Hiring is delayed, your team is stressed, and costly mistakes can happen during busy periods.
3. Limited Features
Some ATS tools are too simple—missing in-depth reporting, integrated background checks, or assessment tools.
Impact: Teams waste time juggling multiple platforms and manual processes.
To help evaluate feature coverage and platform readiness, many CEOs consult external selection frameworks. One useful guide is this ATS evaluation eBook, which breaks down selection criteria by business stage, hiring volume, and integration needs.
4. High Costs
ATS platforms often charge per user or position. Small and growing businesses may find high monthly fees impractical.
Impact: Some companies stick with manual hiring or opt for subpar, cheaper tools that fail them in the long run.
5. Integration Problems
If an ATS doesn’t integrate with HRIS, payroll, or scheduling software, expect more manual work and reporting headaches. Seamless workflow management is critical for fast-growing teams.
Impact: Redundant data entry and incomplete analytics.
Positive Attributes CEOs Value in ATS
1. Easy to Learn and Use
A clean, intuitive interface quickens onboarding and daily use. The best ATS platforms minimize the learning curve and clarify every task, helping drive team adoption.
Impact: Faster setup, more effective hiring—from day one.
2. Fast, Helpful Customer Support
Timely assistance is consistently cited as a top feature. CEOs want support teams that understand their business and fix issues fast.
Impact: Less downtime, fewer bottlenecks, happier teams.
3. Comprehensive Features
Leading applicant tracking system solutions centralize postings, screening, interviews, and analytics. Strong features mean you use fewer third-party tools and achieve greater efficiency.
Impact: Streamlined hiring, easier data analysis, and enhanced coordination.
4. Affordability for All Company Sizes
Some systems balance pricing and features so even smaller teams can compete effectively.
Impact: Small- to midsize businesses gain access to technology that once was enterprise-only.
For deeper insights into how ATS platforms collect and use data for optimization, see this study on data analysis from applicant tracking systems, which explores how hiring platforms can improve performance using data patterns.
5. Advanced Screening and Assessment
Modern CEOs want to assess more than work history. Look for platforms with integrated employee assessment software, including skill and personality assessments.
Impact: Better quality hires, reduced turnover, and stronger cultural fit.
[Table: Common ATS Complaints vs. CEO-Valued Features]
| Complaint | Negative Impact | CEO-Valued Feature | Positive Impact |
|---|---|---|---|
| Confusing to use | Slower hiring, low adoption | Easy-to-learn UI | Faster onboarding, higher adoption |
| Weak support | Delays, missed opportunities | Quick support | Fast issue resolution, less downtime |
| Limited features | Juggling multiple tools | All-in-one platform | Streamlined hiring, less confusion |
| High costs | Stick to manual/cheap solutions | Affordable pricing | SMBs can compete for top talent |
| Integration woes | Extra manual work, errors | Powerful integrations | Time savings, better reporting |
Practical Tips for Choosing an Applicant Tracking System
Selecting the right applicant tracking system is a high-stakes decision. Here are practical, research-backed steps to guide your evaluation—as a CEO:
Pinpoint Your Hiring Goals
Ask yourself: Are you trying to reduce costs? Speed up hiring? Improve data tracking? Set concrete priorities to ensure each system is evaluated against what matters most for your business.
Pilot the Interface
Request hands-on demos or free trials. Invite your hiring managers and recruiters to test drive the platform. Watch for ease of navigation, speed, and crucial workflows. If your team hesitates or struggles, move on.
Assess Customer Support Quality
Ask about live chat, phone, email, and response times. Don’t just accept sales pitches—read third-party reviews or speak with real users about their experiences.
Confirm Robust Integrations
Your ATS should connect naturally with payroll, HRIS, and onboarding tools. Request specific examples of integrations with key software you already use. Integrated automated interview scheduling can further enhance efficiency.
Consider Cost Versus Value
Weigh true costs—including setup, monthly fees, and the hidden costs of a bad hire—against the potential savings in time and quality. Opt for clarity and scalability.
Focus on Advanced Assessment Tools
Platforms with built-in skill tests, soft skill quizzes, or data-driven candidate scorecards increase hiring accuracy and confidence.
A Note on DiscoveredATS
If your priorities include user-friendliness, strong customer support, feature breadth, and practical pricing, DiscoveredATS could be a fit. CEOs value its ease of onboarding and responsive service. Like any solution, it’s important to weigh both its pros and cons carefully for your unique needs. Explore how features map to your goals with a free demo, or consult CEO peer case studies.
Real-World CEO Experiences
“Switching to an ATS with integrated assessments let our recruiters make stronger recommendations. Culture fit and performance both improved.” — Growth Stage Tech CEO
“We underestimated the impact of advanced analytics. Now we spot bottlenecks and make decisions faster.” — Retail Sector CEO
Internal Resources for Further Reading
- Effective Ways to Limit International Applicants in Recruitment
- JazzHR vs. Discovered: A Straightforward Comparison for Growing Companies
Conclusion
Choosing the right applicant tracking system is a pivotal decision for CEOs dedicated to building a resilient, efficient team culture. Prioritize platforms that are intuitive, well-supported, robustly featured, and affordable. Closely assess support quality, integration possibilities, and assessment technologies. Avoid solutions mired in complexity or missing features critical to your hiring success.
If you’re ready to experience an ATS tailored for modern growth, schedule a free demo with our hiring experts at Discovered. We’re here to answer your questions and help you take the next step in future-focused recruiting.
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