HRIS Vs. Recruitment App: Which Solution Is the Best for You?

The year 2022 has arrived, and the world is transitioning its human resources practices to automation.


The reason behind this action is mainly based on the disadvantages of manual human resource administration. As an employer, you are probably well acquainted with the difficulties of screening the perfect resume.

What happens if you don't notice a potential employee who has exceptional qualities? What method will you use to keep track of all of the information?

Above all, what happens if you do not do a good job of preserving the applicants' information? The fear is real. Human mistake is responsible for one-third of all data breaches. As a result, the question of whether to purchase or not to purchase HR software is no longer relevant.

The question is which software to purchase: a Recruitment App (ATS) or a Human Resource Information System (HRIS)?

What is a Recruitment App or Applicant Tracking System?

Recruitment App or Applicant Tracking System (ATS) is a particular program designed for recruitment purposes that are often used to track and evaluate applicants. It addresses the difficulties associated with manual recruitment and makes it easier to handle a wide range of responsibilities. Its tasks include posting job openings on a variety of sites, matching keywords, and screening resumes, as well as storing, organizing, and protecting data.

When a company is flooded with hundreds or thousands of resumes, an ATS is able to ease the workload out of the HR department by acting as a filter for the applicants and sorting out the most suitable candidates in accordance with the terms and standards for each job position. An ATS can also be utilized by recruiters as a tool to organize qualified candidates’ information as well.   

The best part is that it allows companies to rate the candidates. These ratings are available to all individuals involved in the employment process, ensuring that everyone is kept up to date on the progress of the process. 

Benefits of using specialized Recruitment Apps or applicant tracking systems (ATS)

As the quality and efficiency of the employees are one of the main drive forces towards the success of your firm, we recommend that you carefully select those who have the talent to generate revenue. This is where the ATS can help you. 

A report has shown that the total income generated by specialized recruitment apps or applicant tracking systems for the recruitment segment increased to 3.17 billion U.S. dollars in 2019 from a previous level of 1.19 million U.S. dollars in 2016.

Catch Talents Fast

The competitiveness in the recruiting market is second to none. The ability to grab the best talents in a short period of time is crucial. A well-designed solution like Manatal makes use of the recorded data of past candidates so that whenever a job opening occurs, the best candidates are automatically matched to it. 

Additionally, it allows companies to easily create their career page, post jobs on a wide range of job boards, automate processes, and support data privacy compliance. This is one of the features that ATS surpasses the HRIS platform.  

A Time & Money Saving Solution  

ATS takes a fair amount of time and sweat out of recruiters’ and HR departments’ hands. And by running the process 100% paperless it is able to efficiently lower the cost of recruitment as well. Designed to provide full support to a human workforce who are involved with the recruitment process, ATS reduces the need for manual input and allows recruiters to focus on more critical tasks such as getting to know candidates better. 

By integrating an ATS into your recruitment process, it will make your working hours so much more delightful. Storing, recalling, or purging applications can be done within a few clicks! Recruitment apps also help companies reduce the risk of human error by ensuring that critical information will be kept securely and organized. 

More Efficient Recruitment 

If you’re looking to make your recruitment process more efficient both for your company and for applicants, an ATS system is an ideal solution. Instead of storing resumes and other applicant information manually, an ATS provides you with a way to organize all the information. This can be especially beneficial for companies with a large number of applicants for job postings. 


Applicant Tracking System software provides everything you need for recruitment in one centralized location. Instead of having multiple applications open such as your email, calendar, and internal messaging systems, an ATS includes all that and more in one spot. No more switching around from application to application. Your entire process will be easy, quick, and streamlined. 

ATS systems are also beneficial for organizing the process of hiring an employee, from the initial reception of an application to onboarding. If you interview a candidate and would like to bring them back for a second interview, you can note that in an ATS. Team members are able to provide feedback on an interviewee via a platform provided by the ATS as a secure and continual communication channel that prevents the risk of losing a conversation or even critical files which may happen over an email or in person.  

Optimize Applicant Experience

As well as helping the recruiters, an ATS is also designed to optimize candidates’ experience.Candidates can effortlessly apply for their interesting job positions via the recruitment app’s career page. At the same time, with an ATS being integrated into the recruitment process, candidates are able to learn the vision, origin, or inspiring backstory of the company they are applying for while getting themselves ready with the provided information of the next hiring steps. 

This is quite an important element of ATS that will surely help companies attract more top talents into applying for certain challenging job positions. 

What is HRIS?

HRIS is the acronym for a human resource information system (also known as the human resource management system - HRMS). It is a program that serves as the link between human resources and information technology. As the world today quickly strives towards digitalization, HRIS comes in as a push for all human resources processes to be carried out digitally.

It performs all of the functions associated with the various areas of human resources, hence automating many time-consuming tasks.

Without a doubt, consolidating all human resource processes under a single HRIS software system is more cost-effective for businesses than purchasing many software packages for individual functions.

However, even though HRIS software appears to be the ultimate solution, it can be described as a ‘jack of all trades, but a master of one.’ As a result, if you are looking for a powerful recruitment tool, an HRIS is not quite the answer.

But before you start turning away from it, let's have a look at the positives of HRIS platforms.

Benefits of adopting HRIS

Even though HRIS is a generalist, and might not provide you with the top performance when it comes to a recruitment task, it still offers basic tools to cover all HR responsibilities to help users get the job done.

HRIS consolidates all of the data into a single location that can be accessed by all of the people involved in the project. The information can be used for a variety of purposes, including performance evaluation, human resource auditing, and more. These features are designed to make all HR-related processes smoother and faster. 

HRIS is also able to take over your repetitive administration tasks such as payroll, as it can deduct the taxes of employees’ salaries. It can even take the scheduling task out of your hands. At the same time, as the name suggests, a human resource information system can assist HR departments in managing employee benefits like health insurance or retirement saving plans. 

Moreover, the system is capable of monitoring and securing data, keeping all of your important data and files safe and sound. Some systems are able to centralize all of the HR data and help you push out reports or announcements to concerned parties with a light touch of your fingers. 

Some HRIS systems can even be integrated and synchronized into other systems making them a customizable solution. 

Difference between HRIS and Recruitment Apps (ATS)

HRIS is a Non-Recruitment Related tool. Whereas, the core purpose of a recruitment app is recruitment. HRIS is employee-centric software, it is applicable when the person becomes an employee of an organization. Whereas the Recruitment App (ATS) is candidate-centric software, it is applicable for candidates until they are hired. Moreover, HRIS is all about Payroll & benefits, employee performance. The Recruitment app (ATS) is about workflow, compliance, and advanced hiring analytics.

Now that we have established an objective distinction between the two software functions, we would like to put the record right once and for all. As a result, in the following paragraphs, we will provide you with a checklist of factors to consider when deciding whether an all-in-one HRIS or a separate recruitment app is the best fit for you!

Adding a separate recruitment app (ATS) to your all-in-one human resource management system provides plenty of benefits associated with specialized capabilities. While some HRIS solutions include an ATS as part of their offering, this sort of solution lacks the particular capability and precision provided by dedicated recruitment software. It is critical to underline that the two technologies deal with completely distinct kinds of data that can complement one another but cannot be substituted for. ATS delivers benefits by being the best at executing recruitment and hiring activities, whilst HRIS provides lower-quality assistance in the same area. Since some of the most effective practices in today's human resources include a high-quality Career Site, personalized campaigns, rapid and efficient sourcing, referral programs, advanced analytics, and much more, you may want to consider implementing a solution that would assist you in your efforts to achieve these goals.

Another thing to consider while deciding between the HRIS and Recruitment App is the quality of your career page/professional website.

The quality of your professional website

Let's begin by posing a fundamental question: What if your HRIS solution provides a method for you to establish your career page, but the site appears to be nothing more than a collection of job advertisements, and you would have to spend a fortune to hire designers and developers to truly have a site that is representative of your company?

As a result, adopting a separate recruitment app becomes more straightforward because you may benefit from a completely customized and easy-to-build career page. Aside from its attractive appearance and branding potential, it assists you with compliance, is optimized for mobile devices, and provides a streamlined experience to applicants. Because a dedicated recruitment app (ATS) focuses solely on recruiting - a single area of the human resources profession - there is greater scope for such a platform to build its features to an extraordinarily high level of quality, thereby saving you both time and money.

Powerful sourcing Tools

One of the most widely recognized advantages of implementing a recruitment app is the ability to take advantage of its extensive sourcing features. Finding the ideal prospects without having to spend days manually searching for each of them is a significant advantage provided by technology in this regard. By being able to spend less time on recruiting individuals and depending on the tool to do a respectable job, you not only increase your efficiency, but you also free up more time for you to devote to other important aspects of your profession, such as strategic planning. This can include AI recommendations of candidates simply based on job descriptions, social media enrichment of candidate profiles, and much more.

Database of Candidates

Due to large candidates databases, it can be difficult to structure your talent pools in a way that would save you time and efficiently allow you to create a deeper relationship with candidates. With a dedicated applicant tracking system (ATS) working for you, it becomes very easy to leverage past candidates for your most recent openings thus greatly reducing key metrics like time-to-hire and increasing recruitment efficiency overall.

Advanced Analytics

Nowadays, effective hiring practices coexist with advanced analytics. Keeping track of the application channels and demographics of your applicants, the data behind your hiring funnel and job postings enables you to turn hiring into a profitable part of your business. People analytics has become an absolute necessity in the era of proactive and innovative human resource management. Apart from having the right mentality and placing a premium on harnessing analytics to the advantage of acquiring exceptional talent, pursuing such a goal is difficult without an efficient recruitment app (ATS). As a result, ensuring that your tool meets your demands and is updated regularly can ultimately result in increased financial returns for the organization.

Candidates Experience

All of the above-mentioned benefits demonstrate the value of adding a dedicated ATS to your HRIS system, which leads us to some further implicit benefits. It should come as no surprise that you should prioritize providing the finest candidate experience and the simplest hiring process possible. Candidates are sensitive to how they have been treated by the firm during the stressful phase of job searching, which reflects on their long-term attitude toward the organization.

Nowadays, more than ever, when top talent has a plethora of organizations vying for their attention, it's critical to stay relevant and clear in your communication with applicants. Regardless of how beneficial it is for you to adopt an HRIS system and have your daily HR tasks managed, you should not make any compromises when it comes to selecting an ATS for your recruitment processes.

There is no more succinct way to express it than that providing a terrible applicant experience permanently harms your employer brand and that you should devote all of your efforts to avoiding such situations. Investing in a new technology becomes cost saving for your firm if it results in improved hiring and retention rates.

HRIS vs. ATS? Why Not Both?

HRIS software serves a specific role in the post-hiring phase and cannot be replaced for that reason.

However, establishing an HR department capable of simultaneously hiring the best talent and ensuring that all employees' requirements are met necessitates the deployment of both an ATS and an HRIS. Just as HRIS is incapable of providing you with enough tools and features for hiring, ATS is incapable of assisting you with administrative tasks such as tracking your employees' vacation days. As a result, having both software installed and operating concurrently creates an ideal environment for performing high-quality work within your HR department.

While running both software types at the same time may seem complicated, features such as Manatal’s API allow it to integrate with HRIS platforms and as a result, provide a seamless experience to users where data is exchanged between the two systems to create an HR ecosystem.

Start your 14-day Free Trial today and discover how Manatal can improve your recruitment.

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