you can't put a price on inclusion... so we don't.

Whilst an ATS does not on its own mean you now comply with GDPR, an ATS will help you to comply and reduce the risk of a data breach related to candidate data. Without an ATS most organisations find they have no easy way to track who has access to candidate data. CVs are printed off, shared via email, mini spreadsheets of candidate shortlists and everyone is able to “freelance” their own approach to data management.  

An ATS allows you to control who has access to the data and encourages you to keep all the data in one system. This means you have a more secure process for managing data and reduces the risk of a data breach.  

Many HR/Recruitment departments struggle to easily respond to simple requests like a candidate asking you to delete all their data or confirm all the data you currently hold on them. An ATS like hireful ATS is able to be configured to automatically delete candidate data that you no longer have the right to hold (this is normally based on the time period set out in your privacy policy being exceeded). Furthermore, as the ATS encourages all users to keep all data and notes relating to candidates in the ATS, you can easily respond to requests from candidates to confirm what data you are holding on them (subject access requests).

There are lots of options out there when it comes to choosing an ATS. The reasons most of our customers choose to workwith hireful ATS include:

• We are a UK company with a focus on the UK market. For instance, we have chosen to prioritise integrations with UK job boards like TotalJobs, Reed.co.uk and CV Library as well as integrations to the most popular HRIS vendors in the UK such as IRISCascade, breathe HR, tc 
• We pride ourselves on being more than just a software company. Our team are on hand to help you with everything from the smallest issue through to the big strategic questions. We know it sounds cheesy but we decided a long time ago that we wanted to build a team who can support our customers beyond just the software so we can be a trusted partner to your organisation.

Oh and were nice, not just to our mums, but to everyone, especially our customers. Life’s too short to work with…well you get the picture.

hireful ATS starts at £2,450 pa for a 1 user system (Go Plan). Our pricing is based on what plan you need (larger more complex customers tend to need our Pro or Hero plan) and how many recruiter licenses you need. As a rule of thumb, each person who is responsible for managing your jobs (adding, publishing, etc) will need a recruiter license. Each recruiter license comes with 30 free hiring manager licenses.  

We also offer two ways in which you can pay for your ATS. First up, you can purchase ATS licensing as you would with most software, paying an annual fee based on the number of licenses you need. However, we also offer customers the option to purchase recruitment advertising via hireful and then qualify for free ATS licensing.  

Since 2005, hireful has been managing online recruitment campaigns for customers. They pay a small fee and our team create their advert and once approved publish it to the relevant job boards they need. Our team also configure the application process and can offer extra services such as screening, assessment etc.  

If our advertising service can add value to your organisation then you might find you benefit from a great low cost recruitment service and qualify for a great ATS at no additional cost. Our team will be able to talk you through the options and provide some insights into which of your vacancies might suit this model.

Everyday organisations might not be a phrase you’ve heard of before. It’s a phrase we use to describe our typical customer who is normally from a sub 1000 staff organisation, works on their own or in a small HR/recruitment team, has a limited budget and can find recruitment a struggle.  
You might have noticed the absence of lots of glossy logos from the world’s largest companies on our website. This is because the entire hireful organisation from the blog we write through to the training we deliver and the products and services we offer, are all aimed at “everyday organisations”.

• Over 90% of our customers are between 100-1,000 staff.  
  
• Over 30% of our customers are not for profit organisations and charities.  
  
• Over 99% of our customers are UK organisations.
  

This allows us to focus our product to be able to service the UK market. We do have plans to “go international” in a few years - but we are not in a rush.  

So if you are a UK based, “everyday organisation” we would love to hear from you.

The primary benefit of an ATS is toorganise and streamline your recruitment. However, there are several ways inwhich hireful ATS can help you to attract better talent.

• Careers page/site – it’s hard to recruit the talent you need to grow. Good candidates are picky. They want to know what a career with you with look like. We help our ATS customers to create a careers page (like this one) to help answer this question. For those with more to say we can support you with a mini careers site, here is ours and here is an example from Jones Bros.
• Job alerts – the right candidate arriving just as you have the right job, requires a little serendipity. For all those occasions when the universe is not on your side you want to be able to encourage candidates to sign up for job alerts so they get notified about new, relevant jobs.
• Improved application process – yeah we know that sounds a little boring, but your application process is as important as the online basket and checkout process on an ecommerce website. If that part’s not optimised you are leaving money and candidates for your competition. hireful ATS offers you the chance to tailor your application process depending on the job. Have a challenging job? Enable quick apply. Got a graduate role and you are expecting a high response? Add additional job specific questions into the process to help narrow down the field.
  We also have some great job board integrations to ensure the job board application process is as slick as you need it to be.
• Better adverts –a good ATS should help you to present your offer in an engaging way. Check out the adverts from our client NAHL Group PLC Careers.

There is more features I could mention here, from a slicker recruitment process through to improved onboarding. However, I wanted to finish by saying hireful is committed to help all our customers to hire better, by both our dedicated team through to our webinars, workshops, eLearning courses etc

Yes. 

hireful ATS has several features that are primed to help you save cost. Here are a few of the most important ones:

• Direct sourcing – hireful ATS is built to encourage you to source your own candidates. Whether this is internal applicants, job board applicants, converting general website visitors into applicants, alerting job alert registrants to a new perfect job - hireful has your back.
• Controlling agency usage – the ATS will allow you to control a central list of approved agencies. You can easily release/withdraw jobs to them. We also check every submission to see whether they have already been submitted. This should all lead you to have better and more productive relationships with your approved agencies.
• Reporting – It’s only by truly understanding your recruitment performance that you can start to improve upon it. Our ATS and the recruitment success team here at hireful are committed to helping you to recruit more efficiently and ensure that you see a strong ROI for your recruitment spend.

Our implementation process is thorough, there are 100+ things we need to know to ensure we get your ATS setup how you need it.  

That said, our process is fast. Assuming you are able to share the information we need in a timely manner a typical implementation for our Go Edition is 2 weeks, our Grow edition you're looking at around 4 weeks, our Pro edition will take around 6 weeks and our Hero edition is 8 weeks.

But your implementation does not stop there. Our recruitment success team is in regular contact to review your progress and make suggestions for potential improvements. The implementation never really ends, it’s about continuous improvements and adapting to changing conditions.