If you are ready to move beyond email and spreadsheets and want to choose your first ATS for hiring, you don’t need a complex system. But with so many options out there, choosing one can feel overwhelming. Here’s how to make the right call.

Start by mapping your current hiring process.

Think about how you actually hire today. Where do candidates come from? How do you review them, schedule interviews, and collect feedback? Identify what’s slowing you down or causing drop-offs. Then find an ATS that fits your workflow and helps you hire top talent faster.

Next, split your needs into must-haves vs. nice-to-haves

Must-haves include screening, candidate tracking, interview scheduling, and basic automation. Nice-to-haves might be advanced sourcing or detailed analytics. Knowing the difference helps you choose one that offers value for your money.

Then, test multiple systems.

Don’t settle for the first option. Demo at least three or four ATSs. Pay attention to setup time and ease of use. If your team needs extensive training, it’s too complicated.

And lastly, think about future growth.

Pick something that can scale with your team so you’re not forced to migrate in a year. But don’t overpay now for features you won’t need for a long time.

So, what’s the bottom line?

The right ATS should make hiring faster, easier, and more efficient without the bloat.

That’s where Workscreen comes in. It’s lightweight, fast, easy to set up and use, and can scale with your business. It automatically filters out unqualified candidates before they hit your desk and gives you a shortlist of serious, qualified people worth your time.

Workscreen also includes lightweight ATS features like skill testing, interview scheduling, messaging, and allows you to export data to any other system you’re using.

So, if you want something simple that can help you hire top talent fast, check out Workscreen.