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An applicant tracking system, or ATS, gives employers the tools they need to attract, manage and hire candidates more effectively, helping to lower recruitment agency spend over time.

Most hiring teams know the obvious costs of recruitment. Job adverts, agency fees and recruitment software are all easy to spot in the budget. However, many of the biggest contributors to cost per hire are hidden within day to day hiring activities.

Understanding your cost per hire is about much more than reducing spending. It helps you make informed decisions about recruitment strategies, technology investments and resource planning while ensuring you continue to attract high quality talent.

While many businesses focus on obvious expenses such as job advertising or recruitment agencies, there are several other costs that should be considered when planning your recruitment budget.

Explore the Occy ATS product roadmap for Q3 and Q4 2026

An Applicant Tracking System like Occy helps recruiters manage structured hiring processes, evaluate candidates consistently and make more informed hiring decisions.

At Occy, we believe great technology should always be backed by great people.

Combined with an Applicant Tracking System like Occy, social media becomes much more than a marketing channel. It becomes a valuable extension of your recruitment strategy, helping you reach more candidates, strengthen your employer brand and streamline the hiring process.

With an Applicant Tracking System like Occy, recruitment data becomes accessible, actionable and valuable across the organisation.

Graduate hiring places intense pressure on recruitment teams due to high application volumes in short timeframes, making it essential to have scalable processes that balance speed, candidate experience, and quality decisions without overextending resources.

Inclusive design is not about good intentions alone — it is about creating systems, products, and experiences that remove barriers and enable more people to participate fully.

With care providers facing rising vacancies, talent shortages, and increasing demand, the challenge is no longer choosing between speed and quality in recruitment — it’s building processes that successfully deliver both.