{"id":11347,"date":"2020-11-06T00:00:00","date_gmt":"2020-11-06T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/?p=11347"},"modified":"2026-05-01T08:44:30","modified_gmt":"2026-05-01T08:44:30","slug":"do-you-need-an-ats-or-a-hris","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/ca\/blog\/do-you-need-an-ats-or-a-hris\/","title":{"rendered":"The Talent Scout Episode 34: Do you need an ATS or a HRIS?"},"content":{"rendered":"<div style=\"width: 100%; height: 170px; margin-bottom: 20px; border-radius: 10px; overflow: hidden;\"><iframe style=\"width: 100%; height: 170px;\" src=\"https:\/\/player.captivate.fm\/episode\/c4d7dffc-3122-437b-9e44-3e8ce25b68a2\" frameborder=\"no\" scrolling=\"no\" seamless=\"\"><\/iframe><\/div>\n<p><span style=\"font-weight: 400;\">Do you need an Applicant Tracking System or a Human Resources Information System? It\u2019s a very fair question and before we dive into it I\u2019d just like to say that I\u2019ll be using ATS and Applicant Tracking System interchangeably and I\u2019ll do the same for HRIS and Human Resources Information System.<\/span><\/p>\n<h3>HRIS vs ATS<\/h3>\n<p><span style=\"font-weight: 400;\">We\u2019ve talked a lot about <strong><a href=\"\/ca\/talent-acquisition-software\/recruit\/\">Applicant Tracking Systems<\/a><\/strong> on this podcast, at their core they are an effective piece of technology used to streamline and improve your recruitment efforts by storing your candidates all in one place and allowing you to easily manage those candidates throughout a campaign. But what is an HRIS? An HRIS is a tool that combines multiple HR functions, streams, and systems into one place to ensure the easy management of human resources, business processes, and data. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Often an HRIS will allow you to keep tabs on employee information, carry out payroll, and also act as an applicant tracking system all in one go. Sounds pretty impressive right? I\u2019m sure your gut reaction is why pay for both an ATS and an HRIS when you can have both covered by the right HRIS.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you can find that HRIS that does everything you need it to, does it well, and most importantly is affordable then I don\u2019t think there\u2019s an argument I can make that might dissuade you from purchasing it. However as the former employee of an organisation that spent two years attempting to implement a pricey HRIS that was going to cover payroll, employee data, pension information, and recruitment \u2013 I know first hand how often HRIS tools and software are sold by salespeople who promise a phoenix and deliver a chicken.\u00a0<\/span><\/p>\n<h3>Think about size and scale<\/h3>\n<p><span style=\"font-weight: 400;\">If you\u2019re a large organisation that has a significant headcount then yes, you likely do need a centralised HRIS to store that employee data. You would be surprised how important information around start dates and length of service can be, especially in a recession. But, that doesn\u2019t mean you don\u2019t necessarily need an Applicant Tracking System as well. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many HRIS tools are sold as a full end to end solution which would include an Applicant Tracking System. Unfortunately, I\u2019ve yet to see this being very true. The problem is, that most HRIS tools do one or two things exceptionally well and then have other functions, such as recruitment and payroll, chucked in as an afterthought and not given a whole lot of love. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">These extras, which is often how they\u2019re treated, are usually quite rigid and unable to mold effectively to most organisations. In a past organisation, I worked with we had multiple payrolls that occurred on different dates based on different union agreements; it became quickly apparent that the HRIS we were attempting to implement would, at best, struggle to accommodate this unique aspect of our organisation.<\/span><\/p>\n<h3>ATS and Employer Branding<\/h3>\n<p><span style=\"font-weight: 400;\">As <strong><a href=\"\/ca\/employer-branding\/\">Employer Branding<\/a><\/strong> becomes more of a necessity and Recruitment starts to find itself being pulled from HR and shared between both HR and Marketing, the argument for possessing a highly versatile and separate <strong><a href=\"\/ca\/talent-acquisition-software\/recruit\/\">Applicant Tracking System<\/a><\/strong> starts to become a bit more realised. One of the options we offer to our clients with our Applicant Tracking System is that we can integrate its onboarding function with a HRIS. This allows our clients to essentially get the best of both worlds. An excellent applicant tracking system that will fully meet your recruitment needs before successfully transferring the data of hired candidates directly into a centralised HRIS.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Whether you need an ATS, a HRIS, or a combination of both ultimately comes down to your individual organisation and where you plan to be.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are you a small to medium-sized organisation that hires seasonal staff frequently? Well, you could probably use an ATS to manage that recruitment but if your headcount is relatively small and stable then a HRIS is likely a cost not worth paying.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are you a large organisation that is planning on downsizing it\u2019s headcount in the next financial year? A HRIS is going to be highly important for this task, an Applicant Tracking System less so.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are you a mid-sized organisation planning on doubling your headcount in the next financial year? You probably need a combination of an ATS and a HRIS. One to help you rapidly increase your headcount and the other to keep track of all those new hires as they enter your organisation.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Using an ATS, a HRIS, or a combination of both is going to be a nuanced decision based on where your organisation is now and where you\u2019re aiming to be. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">There aren\u2019t really any wrong answers but there are certainly some choices that can make achieving your goals a lot harder than they need to be. As with everything tech-related, I would recommend reviewing your goals and the areas of improvement you\u2019ll need to shore up in order to reach those goals. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">As you review technology and solutions, try to keep those areas of improvement center in your mind and avoid being taken in by flawless end to end solutions. If such a thing existed, we\u2019d all be using it.\u00a0<\/span><\/p>\n<p><span style=\"font-size: 0.875rem;\">If you\u2019d like to see how Scout Talent\u2019s ATS can help you to achieve recruitment success,<\/span><strong style=\"font-size: 0.875rem;\"><span style=\"font-size: 0.875rem;\"> reach out to us at info@scouttalent.com.au or on 1300 366 573<\/span><\/strong><\/p>","protected":false},"excerpt":{"rendered":"<p>Do you need an Applicant Tracking System or a Human Resources Information System? It\u2019s a very fair question and before we dive into it I\u2019d just like to say that I\u2019ll be using ATS and Applicant Tracking System interchangeably and I\u2019ll do the same for HRIS and Human Resources Information System. HRIS vs ATS We\u2019ve talked a lot about Applicant Tracking Systems on this podcast, at their core they are an effective piece of technology used to streamline and improve your recruitment efforts by storing your candidates all in one place and allowing you to easily manage those candidates throughout a campaign. But what is an HRIS? An HRIS is a tool that combines multiple HR functions, streams, and systems into one place to ensure the easy management of human resources, business processes, and data. Often an HRIS will allow you to keep tabs on employee information, carry out payroll, and also act as an applicant tracking system all in one go. Sounds pretty impressive right? I\u2019m sure your gut reaction is why pay for both an ATS and an HRIS when you can have both covered by the right HRIS. If you can find that HRIS that does everything you need it to, does it well, and most importantly is affordable then I don\u2019t think there\u2019s an argument I can make that might dissuade you from purchasing it. However as the former employee of an organisation that spent two years attempting to implement a pricey HRIS that was going to cover payroll, employee data, pension information, and recruitment \u2013 I know first hand how often HRIS tools and software are sold by salespeople who promise a phoenix and deliver a chicken.\u00a0 Think about size and scale If you\u2019re a large organisation that has a significant headcount then yes, you likely do need a centralised HRIS to store that employee data. You would be surprised how important information around start dates and length of service can be, especially in a recession. But, that doesn\u2019t mean you don\u2019t necessarily need an Applicant Tracking System as well. Many HRIS tools are sold as a full end to end solution which would include an Applicant Tracking System. Unfortunately, I\u2019ve yet to see this being very true. The problem is, that most HRIS tools do one or two things exceptionally well and then have other functions, such as recruitment and payroll, chucked in as an afterthought and not given a whole lot of love. These extras, which is often how they\u2019re treated, are usually quite rigid and unable to mold effectively to most organisations. In a past organisation, I worked with we had multiple payrolls that occurred on different dates based on different union agreements; it became quickly apparent that the HRIS we were attempting to implement would, at best, struggle to accommodate this unique aspect of our organisation. ATS and Employer Branding As Employer Branding becomes more of a necessity and Recruitment starts to find itself being pulled from HR and shared between both HR and Marketing, the argument for possessing a highly versatile and separate Applicant Tracking System starts to become a bit more realised. One of the options we offer to our clients with our Applicant Tracking System is that we can integrate its onboarding function with a HRIS. This allows our clients to essentially get the best of both worlds. An excellent applicant tracking system that will fully meet your recruitment needs before successfully transferring the data of hired candidates directly into a centralised HRIS.\u00a0 Whether you need an ATS, a HRIS, or a combination of both ultimately comes down to your individual organisation and where you plan to be.\u00a0 Are you a small to medium-sized organisation that hires seasonal staff frequently? Well, you could probably use an ATS to manage that recruitment but if your headcount is relatively small and stable then a HRIS is likely a cost not worth paying.\u00a0 Are you a large organisation that is planning on downsizing it\u2019s headcount in the next financial year? A HRIS is going to be highly important for this task, an Applicant Tracking System less so.\u00a0 Are you a mid-sized organisation planning on doubling your headcount in the next financial year? You probably need a combination of an ATS and a HRIS. One to help you rapidly increase your headcount and the other to keep track of all those new hires as they enter your organisation.\u00a0 Using an ATS, a HRIS, or a combination of both is going to be a nuanced decision based on where your organisation is now and where you\u2019re aiming to be. There aren\u2019t really any wrong answers but there are certainly some choices that can make achieving your goals a lot harder than they need to be. As with everything tech-related, I would recommend reviewing your goals and the areas of improvement you\u2019ll need to shore up in order to reach those goals. As you review technology and solutions, try to keep those areas of improvement center in your mind and avoid being taken in by flawless end to end solutions. If such a thing existed, we\u2019d all be using it.\u00a0 If you\u2019d like to see how Scout Talent\u2019s ATS can help you to achieve recruitment success, reach out to us at info@scouttalent.com.au or on 1300 366 573<\/p>","protected":false},"author":2,"featured_media":15079,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[18],"tags":[],"class_list":["post-11347","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podcast"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 5.0.1.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"Do you need an Applicant Tracking System or a Human Resources Information System? 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