HRIS and ATS: How to Choose the Right HR Tool?

HR tools are multiplying, and it's sometimes difficult to distinguish an HRIS from an ATS. These two solutions aim to simplify the daily work of recruiters and HR managers, but their functions and uses are not the same.

Discover their differences, advantages, and how to make the right choice according to your needs.

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What is an HRIS?

The HRIS (Human Resources Information System) is a platform that brings together all administrative processes related to personnel management.

An HRIS allows you to:

• Centralize HR data (contracts, payslips, leave, training)
• Manage absences and working hours
• Oversee payroll and administrative files
• Analyze HR indicators (turnover, payroll, etc.)

💡 The HRIS aims to optimize internal management of employees already present in the company.

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What is an ATS?

The ATS (Applicant Tracking System), or recruitment software, manages applications and the recruitment process. It helps recruiters attract, sort, and track candidates at each stage.

An ATS allows you to:

• Multi-post job offers on multiple job boards
• Centralize all applications in a single dashboard
• Automatically sort resumes according to criteria
• Communicate with candidates (follow-ups, invitations, rejections)
• Collaborate with managers and track interviews
• Ensure GDPR compliance

💡 The ATS aims to optimize the management of recruitment and external candidates.

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HRIS vs ATS: What Differences?

| Criteria | HRIS | ATS | |----------|------|-----| | Main objective | Manage employees in position | Manage candidates and recruitment | | Users | HR, payroll, training, management | Recruiters, managers, HR agencies | | Scope | Contracts, payroll, leave, employee files | Job offers, applications, interviews | | Type of data | Internal (employees) | External (candidates) | | GDPR compliance | Contractual data | Recruitment data | | Expected result | Smooth administrative management | Faster and more collaborative recruitment |

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Can You Combine an ATS and an HRIS?

Yes! An ATS and an HRIS are complementary:

• The ATS manages applications before hiring.
• The HRIS takes over once the contract is signed.

Some software offers integration between the two, which allows automatic data transfer:

• The hired candidate's profile is automatically created in the HRIS.
• HR information (contract, onboarding, training) is fed without re-entry.

This continuity improves the reliability and consistency of the employee journey.

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How to Choose the Right HR Tool?

To choose between an HRIS and an ATS, ask yourself the right questions:

1. What is your main need?

   • Do you mainly manage payroll, leave, training? → Choose an HRIS.
   • Do you manage many recruitments? → Choose an ATS.

2. What is the size of your company?

   • An SME or startup will benefit more from a simple and intuitive ATS.
   • A large company will prefer a complete HRIS, with integrated recruitment module.

3. Do you need complete integration?

   • Some tools like JobAffinity interface with existing HRIS for smooth data flow.

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Why Choose JobAffinity as ATS?

JobAffinity is a comprehensive French ATS that is GDPR compliant. It integrates easily with your HR tools and helps you recruit faster and more peacefully.

With JobAffinity, you can:

• Publish your offers on major job boards
• Centralize applications and automatically sort resumes
• Collaborate with managers
• Automate candidate messages
• Measure your recruitment performance
• Connect your ATS to your HRIS

👉 Request a free demo of JobAffinity

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JobAffinity – The ATS software that integrates perfectly with your HRIS.