Top 10 Applicant Tracking Systems List in Asia for 2025

 

Introduction: A New Era in Recruitment Technology

As the hiring landscape evolves in Asia, companies are starting to use Applicant Tracking Systems (ATS). Rather than trawl through piles of CVs, businesses are using tech to make the hiring process more efficient, fair and better for candidates.

As the fight for top talent heats up in Asia’s fast-paced markets, companies must change how they find and onboard new staff. iSmartRecruit and other top-notch Applicant Tracking Software (ATS) are essential. These systems go beyond simple application management tools; they’re advanced, AI-driven platforms that help companies find the best talent and cost.

This ATS software list will examine the Top 10 Applicant Tracking Systems in Asia for 2025. We’ll explore how iSmartRecruit differs from the competition and other iSmartRecruit competitors, transforming recruitment across the region.

What is an Applicant Tracking System (ATS)?

Before exploring the top ATS options, let’s clarify what an ATS is.

An ATS is a specialised recruitment software that helps businesses streamline hiring. It automates various aspects, such as job postings, CV collection, candidate screening, and communication with applicants. A well-implemented ATS improves efficiency, organisation, and hiring accuracy, making it a crucial tool for companies aiming to refine their recruitment strategies.

Key Features of an ATS

• Job Posting Automation — Automatically post job adverts across multiple job boards and social media platforms.
• CV Parsing & Screening — AI-powered tools screen and categorise CVs based on pre-defined criteria, saving time.
• Interview Scheduling — Simplifies scheduling to keep recruiters and candidates on track
• Reporting & Analytics — Provides insights into recruitment metrics, such as time-to-hire and cost-per-hire.
• Candidate Relationship Management — Helps track potential hires and engage with candidates post-hiring.

Now that we understand an ATS, let’s explore what makes a system stand out.

What Makes the Best Applicant Tracking System?

Applicant Tracking Systems (ATS) vary significantly in quality. The good ones make the hiring process easier for recruiters and job seekers. Here’s what to look for:

• Easy to Use: A simple and intuitive interface.
• Intelligent Automation: AI screens resumes and schedules interviews.
• Flexible Customisation: Customise workflows and forms to fit your business needs.
• Collaborative Environment: Real-time team collaboration and feedback.
• Scalable: Grow with your business and manage a growing pool of applicants.
• Seamless Integration: Connects with your payroll, performance management and onboarding systems.

The Rise of HR Technology in Asia

Asia has become one of the world’s biggest and most competitive job markets. As businesses fight to get the best talent, HR technology has become a game-changer in recruitment. AI-driven recruitment, predictive analytics and data-driven decision-making have made recruitment faster and more precise.

The size and diversity of the region require an effective recruitment process in Asia. As major economies like India, Singapore, China and Japan put pressure on businesses to hire fast while maintaining quality, the demand for a quick recruitment process in Asia is enormous.

ATS platforms like iSmartRecruit are helping businesses in Asia to meet this demand. By automating repetitive tasks, improving candidate experience and providing recruitment insights, HR tech is changing the recruitment landscape in Asia and making it more efficient and inclusive.

Top 10 Applicant Tracking Systems List in Asia for 2025

The HR technology scene in Asia is constantly changing, resulting in numerous Applicant Tracking Systems (ATS) gaining prominence. This summarises the 10 leading ATS platforms in Asia for 2025, showcasing solutions transforming how companies attract and hire the best candidates.

1. iSmartRecruit

At the top of the list is iSmartRecruit, an ATS solution that stands out for its AI-powered features and user-friendly interface. Whether you’re a small business or a large enterprise, iSmartRecruit offers customisable workflows, intuitive candidate management, and advanced analytics.

Key Features:

• AI-Powered Resume Parsing: Automatically parse resumes to extract key information and match candidates to the right roles.
• Multi-Language: Ideal for international companies, iSmartRecruit supports multiple languages.
• Collaborative Recruitment: Easily collaborate with hiring managers and teams to evaluate candidates and share feedback.
• Real-Time Analytics: Track key metrics like time-to-hire, source of hire, and cost-per-hire, all within the platform.
• Mobile-Friendly Interface: Manage recruitment processes on the go with a fully mobile-compatible system.

Why it Stands Out:

iSmartRecruit’s combination of AI, automation, and scalability makes it a top choice for businesses across Asia looking to enhance their recruitment processes.

Free Trial:

iSmartRecruit offers a free trial & demo based on a request to explore its features before committing to a paid plan.

Pros:

• AI-powered automation for resume parsing and candidate matching.
• User-friendly interface with customisable workflows.
• Real-time analytics and mobile-friendly.
• Multi-language support for global businesses.

Cons:

• Learning curve for new users.
• It can be pricey for small businesses.
• Limited third-party integrations.

Pricing:

Pricing varies based on business needs and features, with premium plans typically suited for mid to large-sized companies. Contact iSmartRecruit for a personalised quote.

G2 Rating:

4.8/5 — Highly rated for its AI capabilities, user interface, and scalability.

2. Zoho Recruit

Zoho Recruit is a cloud-based ATS that is perfect for both small businesses and large enterprises. It offers customisation, collaboration tools, and robust reporting features to streamline hiring.

Free Trial: 15-day free trial available.

Pros:

• Cloud-based platform.
• Customisable workflows.
• Integration with various job boards.

Cons:

• Some advanced features may require higher-tier plans.
• Initial setup can be time-consuming.

Pricing: Starts at $20.84 per month.

G2 Rating: 4.4/5

3. Manatal

Manatal offers an AI-powered recruitment form that simplifies candidate sourcing, screening, and engagement. It’s primarily known for its ad. It is an AI-driven recommendation engine.

Free Trial: Offers a free trial period.

Pros:

• AI-driven candidate sourcing.
• User-friendly interface.
• Integration with multiple platforms.

Cons:

• Limited customisation options.
• Pricing may be higher compared to some competitors.

Pricing: $15 per User/Month

G2 Rating: 4.8/5

4. Ceipal

Ceipal is an all-in-one recruitment platform that supports everything from applicant tracking to onboarding and workforce management. It’s ideal for large organisations with complex recruitment needs.
Free Trial: Offers a free trial period.

Pros:

• Comprehensive recruitment features.
• Integration with various HR tools.
• Scalable for large organisations.

Cons:

• It may be complex for smaller businesses.
• Customer support response times can vary.
• Pricing: Pricing details are available upon request.

G2 Rating: 4.6/5

5. Recruiterflow

Recruiterflow is an ATS that helps recruitment teams manage candidates, collaborate effectively, and automate hiring processes. Its powerful integration options make it an attractive option for growing businesses.

Free Trial: Offers a free trial period.

Pros:

• Streamlined candidate management.
• Automation of repetitive tasks.
• Integration with multiple platforms.

Cons:

• Limited reporting features.
• Some users report a learning curve.

Pricing: Starts at $99/User/Month

G2 Rating: 4.7/5

6. Gohire

Gohire is an intuitive ATS that simplifies the recruitment process with easy-to-use features like resume parsing, candidate screening, and interview scheduling.

Free Trial: Offers a free trial period.

Pros:

• Affordable pricing.
• Integration with major job boards.
• User-friendly interface.

Cons:

• Limited advanced features.
• Customisation options are essential.

Pricing: Starts at $99 per month.

G2 Rating: 3.7/5

7. Zappyhire

Zappyhire uses AI to streamline hiring, providing features such as automated candidate matching, chatbots for initial screenings, and seamless interview scheduling.

Free Trial: Offers a free trial period.

Pros:

• AI-powered recruitment automation.
• Modular and scalable.
• Global support.

Cons:

• Some features may require additional setup.
• Pricing may be higher for small businesses.

Pricing: Pricing details are available upon request.

G2 Rating: 4.4/5

8. x0pa

x0pa uses predictive hiring technology to help businesses assess candidates more accurately, making it a standout ATS for data-driven decision-making.

Free Trial: Offers a free trial period.

Pros:

• Predictive hiring technology.
• Data-driven decision-making.
• Integration with various platforms.

Cons:

• It may require training to utilise fully.
• Pricing details are not publicly available.

Pricing: Pricing details are available upon request.

G2 Rating: 5/5

9. Turbohire

Turbohire is an ATS platform using AI to automate resume screening, match candidates with jobs, and improve recruitment workflows.

Free Trial: 14-day free trial

Pros:

• Automated resume screening.
• AI-driven candidate matching.
• Real-time analytics.

Cons:

• Reporting features are essential.
• Limited customizability in lower-tier plans.

Pricing: Starts at $99/Month

G2 Rating: 4.6/5

10. Jobsoid

Jobsoid is a highly customisable ATS with an easy-to-use interface that offers everything from job posting automation to interview scheduling and candidate management.

Free Trial: 14-day free trial

Pros:

• Mobile-friendly.
• Easy integration with WordPress.
• Comprehensive candidate management tools.

Cons:

• Reporting features are limited.
• The mobile app could use some improvements.

Pricing: Starts at $59/month

G2 Rating: 4.4/5

How to Choose the Right Applicant Tracking System for Your Business in Asia for 2025

Not all ATS are created equal. The good ones make hiring easier with user-friendly interfaces so recruiters can manage candidates and job seekers can track applications. Automation and AI do resume screening and interview scheduling, so there are fewer errors and time savings. Customisation options so businesses can tailor workflows, forms and interview processes to their needs. Collaboration tools so hiring teams can work with shared feedback and status tracking. An ATS scales with the business and integrates with HR tools for a seamless recruitment process. Choosing the proper ATS makes the hiring experience more efficient and better.

Future Trends in ATS Solution and Recruitment Technology

As we look ahead to 2025, several key trends will shape the future of ATS technology:

AI and Automation: Recruitment platforms will continue innovating, and AI will handle more complex tasks like predictive hiring and reducing bias.

Mobile Recruiting: Mobile-first platforms will gain traction, providing hiring teams and candidates with seamless on-the-go experiences.

Data-Driven Decision Making: Analytics will play an even more significant role in optimising recruitment processes and improving hiring outcomes.

Conclusion

The future of recruitment in Asia is evolving, with Applicant Tracking Systems (ATS) making hiring faster and more efficient. These tools help businesses simplify recruitment, improve the candidate experience, and find top talent quickly. With features like automation and AI, companies can save time and make better hiring decisions. Whether you run a small or large business, using the proper ATS can help you stay ahead in today’s fast-moving job market.

Ready to revolutionise your hiring process and attract the best talent in 2025? Contact iSmartRecruit today to discover a tailored solution designed for HR success.

Frequently Asked Questions (FAQs) About Applicant Tracking Systems (ATS)

1. What is the most popular applicant tracking system?

As of 2025, iSmartRecruit is one of the most widely used ATS platforms. It is known for its robust features, user-friendly interface, and strong integration capabilities, making it a top choice for businesses of all sizes.

2. How does an Applicant tracking software work?

An Applicant tracking software collects CVs and job applications and parses and stores candidate data. It allows recruiters to filter and rank applicants based on specific criteria such as skills, experience, and keywords.

3. Can an ATS improve the candidate experience?

Yes, an ATS can enhance the candidate experience by providing a streamlined application process, timely communication, and transparency regarding application status.

4. Do small businesses need an ATS?

Yes, small businesses can benefit from an ATS as it helps save time, improves efficiency, and provides a structured hiring process, even with limited HR resources.

5. Does an ATS integrate with other HR software?

Most modern ATS platforms integrate with HR software, job boards and other HR technology to create a seamless recruitment and employee management process.

6. How secure is candidate data in an ATS?

ATS providers typically comply with data protection regulations such as GDPR. They offer encrypted storage, role-based access, and secure data management features to protect candidate information.

7. How much does an Applicant Tracking System cost?

ATS pricing varies based on features, number of users, and company size. Some providers offer pay-per-job, subscription-based, or enterprise pricing models.

8. Will an ATS Solution replace human recruiters?

No, an ATS is designed to assist recruiters by automating administrative tasks, but human judgment is still essential for evaluating cultural fit, soft skills, and final hiring decisions.

Originally published at https://www.ismartrecruit.com.

11 Best Insider Interview Tips for Interviewers

 

Interviewing candidates is a crucial part of the hiring process. In order to hire the most qualified candidates hiring managers, recruiters, and HRs should be trained on how to effectively conduct an interview process, which is efficient and, more importantly, candidate-friendly. 

Conducting an efficient interview process is very important for the organisation as it helps to find and hire the top talent for future growth. Also, an organised interviewing process makes recruiting smoother and gives a positive impression on potential applicants. 

Therefore, employers and hiring managers are seeking proven interview tips for the interview process. Are you one of those who are looking for ways to an effective interview workflow? 

If so, then this blog is a goldmine for you. It provides an overview of the best interview tips interviewers can implement to assess candidates efficiently, boost the hiring process, and provide a positive interview experience to the candidates. 

How to be a Good Interviewer?

Well, this question may cross your mind what the qualities of a good interviewer are? 

Good interviewers are the ones who make deliberate hiring efforts to get the maximum out of the process of interviewing candidates. 

Indeed, interviewing talent is a difficult and complex task. However, it will give you great talent that will bring growth and success to your organisation. To be a good interviewer, one must have the following qualities. 

Qualities of a Good Interviewer

• Friendly behaviour

• Ability to recognise talent

• Must have knowledge of the open position

• Body language expert

• Experienced in people management 

• Effective conversational skills

• Unbiased

• Able to control emotions

Other than the above-mentioned quality interviewer must prepare well, be methodical, and practice note-taking for the interview process. 

Over time, interviewers must improve their judgement and learn from past mistakes. 

11 Best Interview Tips for Interviewers

1. Learn about the open role

Prior to creating a perfect job description interviewer must learn about the open position.

• What kind of skills does it demand in the candidates? 

• How much experience is required for candidates to have? 

• What qualification is needed? 

If the role is technical, then the interviewer must know briefly about the technical recruitment terms and have knowledge about certain software and tools. 

To understand the role thoroughly, one can ask the team that belongs to that role, search on Google to know more about it, and ask people online on platforms like LinkedIn or Indeed. 

2. Create an accurate job description

It is true that creating a clear job description is incredibly important to avoid confusion, effective job postings and draw relevant candidates to apply for the open position.

Hence, thorough research is required before writing a job description. The interviewer or hiring managers can implement the following tips to create an effective description of the open role. 

• Use a precise job title. Make it specific. 

• Ensure clarity and accuracy. 

• Explain daily tasks & responsibilities. 

• Mention qualifications, skills, and required experience. 

• Mention benefits and perks along with salary. 

• Keep it short and clear. 

3. Prepare a list of the questions to ask

Interviewers must avoid the generic line of questions like “What is your biggest weakness?” or “Where do you see yourself from five years?” 

Such questions are overly used, ineffective, and not relevant to the current time. Asking the right questions is vital to assess candidates properly. 

So, prepare a short list of the screening interview questions which are highly relevant to the open role and make sure that they are open-ended questions. 

Bonus tip: Don’t forget to add behavioural and situational questions as they help the interviewer to understand soft skills like communication, problem-solving ability, and critical thinking. 

4. Review resume prior to the interview

The interviewer needs to check resumes to know the basic information skills and experience of the applicants. This practice will save time for the interviewer because now he/she does not have to waste their time asking questions which are already mentioned in the resume. 

This will show candidates that you have taken time to make sure of a productive interview. Also, it will help the interviewer to ask questions that are tailored toward the applicant. 

5. Show you care

Candidate-friendly hiring process is essential as it helps to provide a positive candidate experience which eventually enhances employer branding. So, even if the candidate is not suitable for the open still ensures they feel good about the company. 

The interviewer must start the interview on a positive note. Before starting to communicate with the candidates, greet them and make them feel comfortable and welcome. Offer them water and make eye contact as much as possible. 

The interviewer needs to introduce themselves and their fellow interviewers and explain briefly about the role they are hiring for. Ease candidates in the process and humanise the recruitment process for the candidates. 

Bonus tip: Concentrate on the conversation and answer the questions/doubts candidates have. 

6. Speak less, listen more

The one quality which will make you an effective interviewer is active listening skills.  It will enable the interviewer to focus intently on the candidate’s answers without any distractions. 

Also, candidates might be nervous. Hence it is easy to take over the conversation and speak too much about yourself and the company. However, one should keep in mind that it is not about them; it is about the interviewee. So wait until the candidate completes replying before you ask the next question.

Bonus tip: Keep the interview focused on the candidate.

7. Practice taking notes

You can not remember all the information that you and the candidate discussed during the interview.  

Therefore, practice note-taking is crucial when you are interviewing a number of candidates. It goes hand in hand with listening actively to what the candidate is describing. 

Ensure that you are focused on the candidate’s answers instead of your judgements. Implement efficient note-taking techniques to record the candidate's answers, which you can review later when you’re making final hiring decisions. 

8. Don’t belittle the candidate 

Many interviewers and hiring managers think that they need to have an impression on the applicant, so they act busy, making the applicant wait for several minutes. Sometimes, they are genuinely busy and forget to inform candidates to reschedule the interview. 

Such acts will leave a negative impression in candidates’ eyes about the organisation and employers' reputation. 

Thus, it is vital to respect candidates’ time and values. Be open-minded, and don’t belittle applicants even if they don’t match your requirement standard. Show them that you are genuinely interested in knowing them. 

9. Rate applicants’ replies with a consistent scale

While assessing the candidates, a ‘low’ to ‘high’ or ‘poor’ to ‘excellent’ scale works well. Hiring managers or interviewers can refer to notes to rate candidates after conducting all the interviews. 

This is where structured interviews become really handy, as they enable you to rate every candidate’s answers for the same set of standard questions. 

10. Interviewer tips after the interview

Once you are done with the interview process, it is time to create a report of each applicant. Refer to notes you have created during the interview to prepare a comprehensive report. 

Online recruitment software like Applicant Tracking System (ATS) can be really handy as it provides you with a candidate scorecard of every interviewed candidate. 

Also, hiring managers or interviewers must follow up with the candidates even if they are rejected or selected. Providing a concluding answer is imperative. According to a survey by LinkedIn found that 52% of candidates who were given feedback were more likely to continue a relationship with the company. 

Following up with the candidates leaves a positive impression and shows you care whether they become your next hire or not. 

Last but not least, be fair and try to eliminate unconscious biases in the hiring process. 

11. Establish a Genuine Connection

Before you start a serious interview, start with a conversation where you can discuss things that are not work-related. Begin with something simple, like a hobby or a volunteer activity they've mentioned in their resume.

This not only helps the candidate feel more comfortable, but it also gives you insights into their personality and values, which are just as crucial as their professional skills. It’ll provide you with a holistic view of the candidate beyond just their professional qualifications.

So, establishing a genuine connection with candidates during an interview can make a significant difference.

Ways to Improve as an Interviewer

The interviewer may have unconscious biases, whether they are aware of it or not. As a result, it may affect their judgement to judge the ability of the candidates. 

So, in order to reduce biases in the hiring process, hiring managers or interviewers can take the help of Harvard’s Implicit Association Test (IAT) to become more aware of their biases and eliminate them. Also, the interviewer can learn about how cognitive biases work.

In case the interviewer is not comfortable with applicants by themselves, then they can ask their co-workers to assist them in the process. It will divide the interview into parts and questions. It also improves your judgement to assess candidates in a better manner. 

Even though you prepared a list of questions, try to be more conversational and willing to go off-script if it is enabling candidates to talk about their skills and work experience. 

Bonus tips: Practice makes perfect for improving your judgement. 

Finally, learn from your mistakes. Keep records and monitor results and seek advice to be an effective interviewer. 

Group Interview Tips for Interviewers

A group interview is when hiring managers form a panel to interview single or multiple candidates concurrently. So, several candidates are interviewed simultaneously for similar positions. 

In order to conduct successful group interviews must be well planned, methodical and executed. 

First and foremost, ensure that every candidate knows that they will be in a meeting for a group interview and who will be conducting the interview process. 

Secondly, the panel of interviewers need to sit down and figure out how they will conduct the interview, what kind of questions they will ask, and how to assess the performance of each candidate. 

Before starting the group interview, every interviewer must introduce themselves, state their names and job title and explain why they are involved in the interview. Also, ask questions one by one, as it isn’t fair if the questions are coming all at once. 

While wrapping up the interview, ask candidates if they have any questions or doubts regarding the open position or the organisation. 

Debrief with your fellow interviewers and discuss your impression of the candidates when the interview is finished. It will lead you to make better and more joint decisions. 

Final Thought on Tips for Interviewers

In conclusion, the market is fiercely competitive, so conducting a quality interview is incredibly important to attract top-notch talent for your company. 

An effective interview also gives insight into applicants’ values, work ethic, and general attitude. It is basically a great indicator of how the hired candidate would fit with the company. 

In this blog, we have mentioned everything that is required to be a good interviewer, from actionable tips to methods to improve as an interviewer. 

Happy Interviewing!! 

Originally published at https://www.ismartrecruit.com.

Key Points of Candidate Interview to Bring the Best Talent

A candidate interview is essential in determining any firm's future profit and revenue regarding recruiting and hiring. But before acquiring better talents, a hiring team has got all the backfire questions handy which makes a clear indication for a candidate to prepare for the selection process as a perfectly suitable hire in a candidate interview.

On a personal and professional level, the interview process plays a key role in the growth of an emerging firm. Moreover, there’s a growing need for an efficient candidate management system, especially when talent acquisition and headhunting are at stake.

So, here are some key takeaways in regards to candidate interviews.

1. First Impressions

Some of the things that matter the most in the hiring process and have made betterment in making an employment decision Include:

1) Attributes to be Considered by Candidates While Preparing for an Interview

• A candidate's punctuality is essential
• Good eye contact
• Basic corporate etiquette
• Personal Appearance
• The ability to initiate small talk
• Proper handshake and greetings to the presented interviewers.

2) Attributes to be Considered by Interviewers During Candidate Interview

• Most candidates trust their interviewer's first impressions when deciding whether or not to take a job.
• Candidates judge the interviewer's handshake.
• They also observe whether the interviewer is punctual; candidates might avoid working in the organization if they wait too long.
• Candidates also Judge the interviewer's appearance and corporate etiquette.

2. Choose the Right Words

Words matter a lot in terms of business psychology! Journal of Business and Psychology found that adding "needs-supplies" statements that focus on what candidates want attracts almost three times as much as those that only use "demands-abilities" descriptions that focus on what the employer wants.

1) Needs - supplies

Needs-supplies provide many opportunities to the employees within the organization to develop skills by working on various tasks. It also opens the doors to collaborating with talented people.

2) Demands - abilities

Demand-abilities focus more on talented applicants with excellent written and verbal communication skills that help complete the prioritized tasks as per the job responsibility. This will encourage applicants to support enthusiastically and co-operate with others to develop effective solutions.

3. Have the Proper Follow up

Interview Management and presentation are a reflection of your company culture and brand. Following up with top candidates is necessary to let them avoid losing interest in your organization after the interview. In addition, thank them for their time by sending an email the next day considering your decision regarding the further procedure or in case of rejection.

Taking care of proper follow-up with skilful talent can make them more interested in being part of your organization for the long term.

Key Takeaways

It makes sense to get a new hire by accessing all their experience and not just their recent position. Also, make sure about the time zone for interview calls, locations, directions, and the time to travel with the possible traffic delays.

Moreover, disclosing the interviewers' names while interviewing candidates is essential. It helps generate a talent pipeline by engaging potential talent before posting a job vacancy on social media. It also expands your talent community by spreading your message to the targeted audience to achieve the desired results.

Make sure that you take the interviewee through the complete process from the situation you were into the actions you put in place till the finishing of the final results.

Originally published at https://www.ismartrecruit.com.