Ats and hris

Cost per hire

$2,800

Internal cost (the hours)

$5,400

External cost (ads and agency)

$11,400

The numbers on this page come from the inputs you enter and the method stated: 3,600 seconds to an hour, 52 weeks to a year, twelve months to a year, and nothing else. No industry shrinkage figure, no occupancy benchmark and no assumption about your attrition; every one of those is yours to enter.

An ATS and an HRIS cover adjacent halves of the same person's journey and are frequently confused when buying. The ATS holds candidates: applicants against open reqs, with a source, a stage and an outcome, up to the moment an offer is accepted. The HRIS holds employees: the person's record from their start date onwards, with pay, leave, and everything an employer must keep. The handover is the acceptance, and in most small businesses it happens by hand, with someone typing the new hire's details from one system into the other. That is usually fine at low volume and it is worth knowing that you are choosing it rather than discovering it. The question that matters when buying either is what happens at that boundary, and this page sets out what to check, why integrations here are less valuable than they sound, and what a small employer genuinely loses by keeping the two apart.

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What each system is for

The ATS ends at acceptance; the HRIS begins at the start date. Reporting on hiring comes from the first and reporting on headcount from the second, which is why a question like time to fill has to be answered by the ATS even though the outcome is an employee.

The handover in practice

Manual re-entry of a handful of fields per hire. On a desk making six hires a year that is a few minutes each and not worth an integration; at fifty hires it is a different calculation and worth pricing against the cost per hire sheet on this site.

What to check before buying

Whether the ATS can export a hire in a form the HRIS can accept, and whether the applicant history stays available after the person becomes an employee. The second is the one people miss, and it is where the recruiting figures live.

Will it do what you need for Ats and hris?

Tell us how your team plans its staffing today and where the number gets argued; a person who has built one answers.

Send the question

Ats and hris: common questions

Do I need both? Eventually most employers do, but rarely at the same time. Hiring pain usually arrives first for a growing small business, and the ATS is what addresses it.

Can one product do both? Some do, and the trade-off is usually depth: a combined product is often adequate at both rather than strong at either. For a small desk adequate is frequently the right answer.

What about record retention? How long applicant and employee records must be kept is a legal question that varies, and it is one for your employment adviser rather than a vendor page. Nothing on this site is legal advice.

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