Choosing the Right Applicant Tracking System (ATS): Why HRIS Integration and Onboarding Support Matter

MARIA NOLAZCO MASSON

MARIA NOLAZCO MASSON

— 3 min read

Introduction

An Applicant Tracking System (ATS) is a critical tool for modern recruitment, helping organizations streamline hiring, improve candidate experience, and manage compliance. But selecting the right ATS is not just about finding software that tracks applications—it is about choosing a system that integrates seamlessly with your HRIS and enhances onboarding efficiency.

Without proper integration, hiring workflows become fragmented, leading to duplicate data entry, onboarding delays, and inefficiencies in managing new hires. To avoid these pitfalls, organizations must prioritize HRIS compatibility and onboarding support when evaluating an ATS.

1. Why ATS-HRIS Integration is Non-Negotiable

An ATS does not operate in isolation—it is part of the larger HR tech ecosystem. Poor integration with the HRIS can cause delays in new hire processing, data inconsistencies, and administrative burdens.

Key ATS-HRIS Integration Features to Look For:

  • Seamless Candidate Data Transfer – The ATS should automatically create employee records in the HRIS once an offer is accepted.
  • Payroll & Benefits Sync – Compensation details, tax forms, and benefits selections should flow smoothly into HR and payroll systems.
  • Real-Time Data Updates – No need for manual updates; changes in the ATS should instantly reflect in the HRIS.
  • Single Sign-On (SSO) Support – Recruiters, HR, and hiring managers should be able to navigate between systems effortlessly.
  • Automated Notifications & Workflows – HR should receive alerts when a new hire is processed, triggering onboarding checklists.

Key Questions to Ask Vendors:

  • Which HRIS platforms does your ATS integrate with?
  • Does the integration support two-way data sync, or is it a one-time transfer?
  • Can new hire data flow directly into payroll, benefits, and compliance systems?
  • How does the integration handle role-based access and permissions?

A well-integrated ATS ensures a smooth hiring-to-onboarding transition, eliminating manual work, delays, and errors in new hire processing.

2. Onboarding Support: How an ATS Can Set New Hires Up for Success

An effective ATS should not just help track candidates—it should also ensure a seamless handoff to onboarding. Many organizations struggle with disconnects between recruiting and HR, leading to delays in IT setup, benefits enrollment, and training assignments.

Essential ATS Onboarding Features:

  • Preboarding Workflows – Allows new hires to complete paperwork, background checks, and compliance forms before their first day.
  • Automated Task Assignments – HR, IT, and managers should receive notifications to set up emails, equipment, and training schedules.
  • Integration with Learning & Development – Ensures employees are enrolled in orientation and training programs directly from the ATS.
  • Digital Document Management – New hires should be able to sign offer letters, I-9s, NDAs, and benefits forms within the system.
  • Onboarding Status Tracking – HR should have a dashboard to monitor where each new hire is in the onboarding process.

Key Questions to Ask Vendors:

  • Does the ATS provide onboarding checklists and automated task assignments?
  • Can new hires complete digital paperwork before their start date?
  • How does the ATS track onboarding progress, and does it provide HR with visibility into incomplete tasks?
  • Can it integrate with learning management systems (LMS) to automate training enrollment?

An ATS with robust onboarding capabilities ensures that new hires transition smoothly into their roles, reducing administrative burdens for HR while improving the employee experience.

3. Compliance, Reporting, and Candidate Experience Considerations

Beyond HRIS integration and onboarding, companies should evaluate an ATS based on compliance, reporting, and user experience.

Compliance & Data Security

  • EEO & OFCCP Compliance Tracking – Ensures hiring decisions align with legal requirements.
  • GDPR & Data Privacy Controls – Protects candidate information and ensures compliance with international laws.
  • Audit Trails – Logs all candidate interactions to maintain compliance transparency.

Custom Reporting & Analytics

  • Pipeline Analytics – Tracks time-to-fill, source effectiveness, and diversity hiring metrics.
  • Recruiter & Hiring Manager Performance Metrics – Helps assess recruiting efficiency and bottlenecks.
  • Candidate Conversion & Drop-Off Rates – Identifies points of friction in the hiring process.

User Experience

  • Mobile Optimization – Allows candidates to apply easily from their phones.
  • Customizable Workflows – Adapts to your company’s unique hiring process.
  • Integration with Job Boards & Career Sites – Simplifies job postings and application tracking.

Final Thoughts: Choosing an ATS That Powers Both Hiring and Onboarding

Selecting an ATS is about more than just tracking applications—it is about ensuring a seamless, integrated hiring experience that connects to the broader HR tech ecosystem.

When evaluating an ATS, companies should prioritize:
✔ HRIS integration to eliminate manual data entry and improve efficiency.
✔ Onboarding automation to ensure new hires transition smoothly.
✔ Compliance and data security to protect company and candidate information.
✔ User-friendly features that enhance recruiter and candidate experience.

A well-integrated ATS helps organizations hire smarter, onboard faster, and set employees up for success from day one.

How does your company evaluate ATS solutions? Let’s continue the conversation.

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