Future of ATS: 5 Expert Predictions for 2019

Applicant tracking systems (ATS) do more than just keep track of job candidates. They help recruiters and hiring managers streamline hiring processes, attract the top candidates and comply with federal labor laws.

ATS solutions is expected to continue to grow – in 2017, the global market revenue was $18 million, and is forecasted to reach $35 million in 2025. 


In 2017, we mentioned that the top trends for the ATS solutions market were social media integration, greater emphasis on interviewing and assessment tools (such as video interviewing), and predictive analytics.

So, what are the new ATS market trends going into 2019? We’ve asked five industry experts to weigh in on their perspectives.

SMBs need an affordable and easy-to-use solution to efficiently get the job done.

Applicant tracking and HR software/solutions are big businesses with continued expected growth over the next few years. While larger providers will focus on providing comprehensive solutions and addressing industry buzzwords like HRIS, HRMS, and Talent Management, we expect that in the coming year small & mid-sized companies will look for affordable, easy-to-use solutions that provide all the tools needed to efficiently get the job done without the complexity and expense of an end-to-end offering. We also expect that decision makers will utilize review sites and talk to colleagues to get an understanding of vendors that have the capabilities and knowledge of the ATS (applicant tracking system) market as evidenced by their longevity and favorable customer reviews.

Over time ApplicantStack will evolve to provide more features and enable interfaces with other HR management functions. But we will always focus on our core value propositions of simplicity and affordability since most small & mid-size companies value these attributes over costly and complex solutions.


Jennifer C. Grill
Product Evangelist

Recruiting Pros Will Focus on Implementing Smart CRM Systems 

Getting momentum on a new role often is the biggest hurdle to overcome for a recruiter, especially if they’re starting from scratch to source qualified people. Finding the right candidate will get a much-needed technology boost, as recruiting pros look to be more agile in their prospecting. My prediction is that Candidate Relationship Management (CRM) technology will become table stakes for any recruiting team that wants to win the best talent. And rightly so.

But it’s not just about having any CRM system. The technology that will actually help the Talent profession innovate will have to help recruiters operationalize the prospecting process in a personalized, yet scalable way. Top talent is constantly getting bombarded with new opportunities, so recruiters that have a strong pool of warm prospects at the ready will come out ahead of their competition: every other company.

Lauren Ryan
VP of New Products

2019 is a very big year for recruiters

If you were a passive job seeker would you rather receive yet another Inmail from a recruiter, or a personalized 45 second video message from them outlining an exciting new job opportunity?

If you are a busy recruiter juggling 100 tasks at once, would you rather use your hands for typing (boring!), or would you rather speak your notes straight into your CRM via your phone?  Or find the perfect candidate from your database, while driving your car or putting a golf ball, and initiate a call with them using only your voice?

If you are excited by either of the above, then 2019 is the year that will blow your mind!

Voice control joins video messaging as two of the most powerful time savers and competitive advantages for recruiters.

In JobAdder’s Recruitment Management System, recruiters can easily record and send video SMS or email messages to clients and candidates from any device, any time.   Candidates can apply to job ads with a video cover letter instead of a boring typed cover letter. Recruiters can speak job ads and notes straight into the system, creating massive time efficiencies and reducing errors.

In 2019, as voice becomes more mainstream, a recruiter can expect to be able to operate their ATS entirely by voice, including writing job ads, creating emails and SMS messages, writing notes, searching for clients and candidates and more.

Brett Iredale

It’s a “Switch” Business

I’ve had the privilege of just over 20 years’ experience in a leadership role at PCRecruiter. In those two decades, I’ve witnessed the rise of the Internet from a complimentary recruitment tool to its place of complete centrality. I’ve seen analytics and data science (or at least statistical literacy) transform from niche ideas to basic skill qualifications.

The stages of tech evolution are triggers, inflation, disillusionment, enlightenment, and productivity. The trigger is the entrance of a new feature into the world. Inflation is where expectations run in all directions, accompanied by a fever pitch of activity and investment. Disillusionment sets in as mal-investments fail and realization grows that human nature is stubbornness to change. Enlightenment is the recognition of what works, and productivity is the stage at which the feature is seen by (nearly) all to improve quality of life.

The ATS industry has reached the “productivity” stage, which means the key drivers of market share changes for 2019 are not likely to be technically revolutionary, but rather more operational efficiency from vendors, easier solutions to teach and learn, easier ways to get data in and out, lower pricing, and more streamlined integrations with other key solutions. In other words, things that make it more attractive to switch providers. Beyond 2019-2020, there are new triggers afoot that may reset the cycle, like AI and the continuing digitization of complete staffing and recruiting businesses.

Martin Snyder
Main Sequence Technology Inc.

Businesses need a comprehensive software ecosystem to build and convert talent pipeline

Recruiting software is evolving to meet market demand for end-to-end talent acquisition platforms that help companies drive productivity, from sourcing talent to the first day a new employee walks in the door. The trend towards native sourcing, automated screening, campaigning, and recruitment marketing platforms is on the rise, making it faster and easier for businesses to build and convert their talent pipeline within one system. Otherwise, open APIs that support “deep integrations” with best-of-breed products is needed in order to grow efficiently. An ATS should and will challenge the old way of “tracking” candidates through a workflow, by automating repetitive tasks and focusing on hiring team collaboration and candidate engagement.

Rebecca Carr
VP of Product