It is extremely important to be up to date with the different Applicant Tracking System pricing models before arriving at a decision. Read further to understand how ATS is priced.
Modern-day recruitment technology like Applicant Tracking System (ATS) is indeed a capital-intensive investment. In fact, pricing is one of the most important factors that must be taken into consideration while determining which ATS is most suited for your company. Some ATS vendors give an all-inclusive flat price for their software while others have modular pricing, where each module has a separate cost depending on the recruitment style of the company and some are flexible and offer both. Find out how ATS is priced.
For this reason, it is extremely important to be up to date with the different Applicant Tracking System pricing models before arriving at a decision. In this article, we will see the various pricing models offered by ATS vendors to help you make the right decision.
1. Pricing model: Pay per recruiter
This is the most common pricing model. Price per Recruiter or PPR means you pay a fee each month based on the number of recruiters and hiring managers you have using the system.
This pricing model is ideal for companies that usually have a constant number of recruiters and hiring managers. However, if there is any fluctuation in this number, the business may have to bear unpredictable monthly charges.
In addition to this, this pricing model may also include a one-time additional fee for setting up and implementation of the system.
2. Pricing model: Pay per employee
Many applicant tracking systems set prices based on the size of the company, and use the number of employees as a measure.
It means that regardless of the number of users/recruiters or job postings, you will be charged based on the total number of employees in your company. For eg. 50–100 employee companies will have a different pricing model from 200–500 employee companies. This is one way how ATS is priced.
This pricing model can work wonders for new startups and small businesses that have many recruiters and hiring managers plus those who will be having multiple job postings.
3. Pricing model: Pay per job opening/applicant
Some ATSs will determine the pricing based on how many jobs you have open at any particular time, or how many total applicants/resumes you have in the system.
This is often used in conjunction with some other pricing models such as the number of recruiters or employees, or a one-time setup fee. This model is typically not feasible for a long period because the pricing can vary largely.
4. Pricing model: Pay per Month
This is also a very popular pricing model, and many companies find this model feasible for the long term.
Usually, the ATS can be subscribed during the hiring season or for a particular month as not all companies hire all year round, and even if they do they don’t hire for a large number of positions. This is one way how ATS is priced.
Recurring billing offers predictive revenue, you won’t be charged anything extra apart from the add-on which is generally a part of every other pricing model.
5. Pricing model: Flat fee
There are a lot of Applicant Tracking Systems that can be bought for a one-time flat fee. Unlike all the other pricing models, companies that choose this option do not have to pay charges monthly.
Once a customer pays the one-time flat fee, the software is free to use and there are no additional charges. This plan has the highest price tag but its benefits overweigh the price as it is a one-time fee. This is one way how ATS is priced.
Additional Costs to Consider
Many features or services are included in the original price. However, some vendors may provide others at additional costs, so companies will need to consider that. That way, companies are only paying for the features they need.
Implementation — Prices of implementation services vary by vendor and can include access to a dedicated implementation specialist, installation, software customization, data migration, and integration to other software (e.g., HRIS systems).
Training — Some vendors may include basic training services for free, but others may offer them at an additional cost, especially if the training is done at the client’s site.
Support — Basic support (e.g., knowledge base, email support) is included in the base price. But, some vendors may offer plans like advanced support, such as priority support or access to a dedicated customer service manager.
Rewards and Referrals — Rewards are given to employees whose referral a candidate was hired.
How Does it Save Money?
An ATS can also save the company a lot of time and money. A new hire can go through the onboarding process much faster. Also, the software can help match your company with candidates that are a better fit.
Much of the cost of recruiting comes from time spent on tasks like job postings and searching for qualified candidates. There’s also the loss of productivity from the open position. If your company hires a recruiter instead, that can add to the cost. An ATS can eliminate most of those costs.
Are you looking for an ATS to help meet your hiring needs for the right price? Let us help you find the right pricing for your company. Visit our page to get started today.
Why choose AviaHire?
AviaHire’s pricing is very optimal for all your recruiting needs There is no denying the fact that an ATS is a must-have for businesses looking to enhance the quality of hire.
AviaHire’s ATS has a supremely flexible plan that would fit for any company or business, you could pay a flat fee for the entire ATS or follow a pay-as-you-go monthly basis, the choice is yours.
Selecting the best Applicant Tracking System for your business is not a piece of cake. Let us help you make the right decision. Contact us or request a demoto see what’s in it for you and get the best deal for your company.
If you liked the blog please hit the 👏 button and share it with more people.
For more interesting blogs on Applicant Tracking System and current happenings in the HR, world follow us here and on LinkedIn!