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Transform Your NHS Hiring with Powerful TRAC Alternatives

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5 ATS systems you can integrate instantly to outperform trac.jobs and your competitors

If you're well-acquainted with the ins and outs of Trac.jobs, you know it's a sturdy ship for navigating the NHS recruitment sea. But even the most seasoned captains look to the horizon for new vessels that might sail a bit smoother and handle a bit better. You're here, so chances are, you're looking for an alternative to Trac and need help finding one.

Fear not, for we've cast our net wide and hauled in a catch of 5 alternative ATS solutions in the market that could better fit your NHS Trust. Let’s chart a course through these options, each with its own merit:

Bullhorn ATS emerges as the leviathan of the lot, tailored for the expansive recruitment fleets of NHS trusts with over 1000 employees. Its formidable CRM system and seamless integration with many HR and recruiting tools mark it as a titan, justifying its place at the premium end of the market.


For NHS trusts that sail vast organisational waters, iCIMS Recruiting Software is the compass that points towards a comprehensive and scalable horizon. Though it commands a significant investment, it has extensive capabilities in talent acquisition and performance management.


Oracle Talent Management Cloud (formerly Taleo) stands as the galleon of ATS solutions — prestigious, imposing, and applicable for the very large NHS trusts that navigate through the deep and often turbulent waters of recruitment. With its extensive and sophisticated arsenal of features, Oracle beckons those in search of a system that leaves no stone unturned.


For the smaller NHS trusts or those prudent in their spending, Zoho Recruit is an economical choice. It offers the fundamental navigational tools of job posting, candidate tracking, and reporting—making it an optimal option for those seeking efficiency.


And there’s Trakstar Hire, formerly known as Recruiterbox, hoisting the flag for versatility and affordability. Appropriate for NHS trusts of any size. It has reasonable pricing and an easy-to-navigate interface. With its provisions for job posting, candidate tracking, interview scheduling, and offer management, it’s a strong contender for those looking for efficient and effective recruitment without the complexity and expense.


Now, let's delve deeper into these harbours, where your next ATS awaits your discovery.


1. Bullhorn ATS: A Comprehensive Recruitment Partner


Navigating the intricacies of healthcare recruitment within NHS trusts can be daunting. Bullhorn ATS understands the challenges you face. Its seamless integration capabilities and scalability make it a perfect fit for both local healthcare centres and expansive hospital networks. Collaborative workflows ensure harmony among different departments, streamlining your recruitment processes, all while ensuring compliance with UK data protection regulations.

Strengths of Bullhorn ATS:

Integration Capabilities: Bullhorn ATS excels in seamless integration with third-party tools, fostering smooth collaboration. This integration capability is essential for NHS trusts that must coordinate between different departments and systems efficiently.

Scalability: The scalability of Bullhorn ATS is noteworthy, making it suitable for local healthcare centres and large hospital networks. Its ability to handle varying scales ensures an efficient recruitment process regardless of the size of the NHS trust.

Compliance and Security: Designed with compliance in mind, Bullhorn ATS adheres to UK data protection regulations, providing a secure environment for managing sensitive applicant information. This focus on compliance is vital for NHS trusts, ensuring legal adherence and data security.

Collaborative Workflows: Bullhorn ATS enhances teamwork through collaborative workflows. This collaborative aspect is particularly beneficial for NHS trusts where different units need to work in harmony, streamlining the overall recruitment processes.

Cons:

Best Suited for:

Bullhorn ATS is best suited for NHS trusts that require a flexible, integrated, and scalable solution. Its adaptability makes it a versatile choice for different sectors within the NHS, ensuring seamless collaboration and efficient workflows.

2. iCIMS Recruiting Software: Tailoring Precision in Recruitment

As an NHS recruiter, you wear multiple hats. You understand the diversity of healthcare roles and the need for adaptable solutions. iCIMS Recruiting Software is your versatile companion. 

Its customisation options align with the diverse healthcare positions you're hiring for. The advanced analytics tools provide insights, empowering you to make data-driven decisions. With collaborative features, communication and coordination among different departments become effortless.

iCIMS Recruiting Software Strengths:

Industry Focus: iCIMS Recruiting Software caters to a wide range of industries, including healthcare. Its broad industry focus ensures that NHS trusts can utilise the platform for healthcare-specific roles while having the flexibility to explore other sectors if necessary.

Customisation: iCIMS offers extensive customisation options. NHS trusts can tailor the platform to their healthcare recruitment needs, aligning it with the specific requirements of different roles within the trust.

Advanced Reporting: iCIMS provides in-depth reporting and analytics tools, enabling NHS trusts to gain valuable insights into their recruitment processes. This data-driven approach helps in making informed decisions, enhancing the efficiency of healthcare hiring.

Collaboration Tools: iCIMS offers collaborative features, facilitating seamless communication and coordination among various departments and stakeholders within NHS trusts. This collaborative environment streamlines teamwork in the recruitment process.


Cons:

Best Suited for:

iCIMS Recruiting Software is a compelling choice for NHS trusts seeking a customisable, data-driven platform with collaborative tools. Its adaptability across industries offers NHS trusts the freedom to focus on healthcare while remaining open to diverse talent pools if needed.

3. Taleo/Oracle: Expertise in Healthcare Staffing

When it comes to healthcare recruitment, expertise matters. Oracle Talent Management Cloud (formerly Taleo) brings industry-specific knowledge to your fingertips, with a strong focus on healthcare recruitment. Its user-friendly interfaces enhance candidate experiences, while comprehensive talent pools ensure you find the right healthcare professionals. Seamless integration capabilities streamline your workflows, making the hiring journey smoother.

Oracle Talent Management Highlights:

Industry Expertise: Oracle boasts deep industry expertise, offering a specialised focus on healthcare. For NHS trusts, this translates into a platform finely tuned to the intricacies of healthcare recruitment, ensuring a tailored approach to hiring healthcare professionals.

Candidate Experience: Oracle prioritises candidate experience, offering user-friendly interfaces and seamless application processes. For NHS trusts, this focus ensures that potential healthcare candidates have a positive and streamlined experience when applying for roles within the NHS.

Comprehensive Talent Pools: Oracle enables NHS trusts to access extensive talent pools. With features like advanced search capabilities, NHS trusts can pinpoint candidates with specific healthcare skills, ensuring a targeted approach to recruitment.

Integration Capabilities: Oracle integrates seamlessly with various platforms and tools. For NHS trusts, this facilitates smooth collaboration between different departments, ensuring cohesive workflows and effective communication in the recruitment process.

Cons:

Best Suited for:

Oracle Talent Acquisition Suite is an ideal choice for NHS trusts seeking a solution with a specialised focus on healthcare recruitment. Its emphasis on candidate experience, coupled with extensive talent pools and integration capabilities, ensures that NHS trusts can efficiently and effectively source the best healthcare professionals for their vacancies.

4. Trakstar Hire: Tailored Expertise for NHS Trusts

Your mission is to find the perfect match for your healthcare roles. Trakstar Hire formerly known as Recruiterbox understands the importance of tailored solutions. Its intuitive applicant tracking system simplifies your hiring process. Collaborative hiring features encourage diverse perspectives, ensuring well-informed decisions. Customisable workflows adapt to the unique demands of different healthcare positions, providing you with the flexibility you need. Transparent communication tools enhance your reputation as an employer of choice in the healthcare sector.

Trakstar Hire Highlights:

Intuitive Applicant Tracking: Trakstar Hire prides itself on an intuitive applicant tracking system that simplifies the hiring process for NHS trusts. Its user-friendly interface ensures seamless management of applications, allowing trusts to review and assess candidates for healthcare roles efficiently.

Collaborative Hiring: Trakstar Hire facilitates collaborative decision-making within NHS trusts. Multiple team members can actively participate in the recruitment process, enabling diverse perspectives to be considered. This collaborative approach ensures that the hiring decisions are well-informed and align with the specific requirements of healthcare positions.

Customisable Workflows: NHS trusts can adapt Trakstar Hire’s workflows to suit the unique demands of healthcare roles. Customisation features empower trusts to create tailored workflows, accommodating the intricacies of different healthcare positions within the organisation. This flexibility ensures that the hiring process is optimally structured for each role.

Effective Communication: Trakstar Hire streamlines communication with candidates. NHS trusts can automate emails, schedule interviews, and provide timely updates, enhancing the overall candidate experience. Transparent and efficient communication processes reflect positively on the trust’s reputation as a desirable employer in the healthcare sector.


Cons:

Best Suited for

Trakstar Hire emerges as a valuable solution for NHS trusts seeking streamlined applicant tracking, collaborative hiring, customisable workflows, and effective communication tools. Its intuitive interface and adaptability make it an ideal choice for healthcare recruitment within NHS trusts.

5. Zoho Recruit - A Customisable Experience

In the quest for the ideal recruitment platform, Zoho Recruit emerges as a strong contender against Trac.jobs. Designed with your needs in mind, Zoho Recruit offers intuitive candidate management, customisable pipelines, automated workflows, and advanced analytics. It's not just a platform; it's your pathway to streamlined healthcare recruitment.

Key Highlights of Zoho Recruit:

Intuitive Candidate Management: Zoho Recruit stands out with its user-friendly candidate management system, allowing NHS trusts to navigate through applications and identify potential hires effortlessly.

Customisable Pipelines: The platform enables the creation of adaptable pipelines, ensuring the recruitment process is in sync with the unique demands of various healthcare roles.

Automated Workflows: Zoho Recruit increases operational efficiency by automating repetitive tasks, allowing NHS trusts to focus on the qualitative aspects of recruitment.

Advanced Analytics: The platform provides comprehensive analytics tools, enabling NHS trusts to gain valuable insights into their recruitment processes and make data-driven improvements.


Cons:

Best Suited for:

Zoho Recruit is a powerful solution for NHS trusts seeking an intuitive candidate management system, customisable pipelines, automated workflows, and advanced analytics. Its adaptability and analytical capabilities make it an ideal choice for healthcare recruitment within NHS trusts.



The Elephant in the room

In weighing commercial Applicant Tracking Systems (ATS) against TRAC.jobs, it becomes evident that these platforms are robust contenders. They seamlessly handle job postings, applicant management, resume parsing, and communication tools, filling the ATS gap admirably. In fact, some even outshine TRAC by offering superior integration options and advanced analytics.

However, there’s a significant caveat: a proverbial elephant in the room - NHS Jobs.

NHS Jobs is the official online recruitment service for the NHS, and it operates as a part of the Trac.jobs platform. Jobseekers can apply for the advertised positions directly through the NHS Jobs platform, and NHS Jobs offers tools for NHS employers to manage the applications they receive.

In essence, while commercial ATS offer compelling features, NHS Jobs is not something they integrate with. So, you now face a dilemma: balancing advanced features with seamless access to healthcare talent. Only you can address this by understanding the requirements of your organisation.

But Wait, What About Credentially?

As you've journeyed through this blog on the Credentially website, you might wonder why we haven't touted Credentially as the ultimate alternative to TRAC.jobs. The reason is rather straightforward: Credentially isn't an Applicant Tracking System (ATS).

The reality is there's no all-in-one recruiting system, as explained in this blog. Once you've identified candidates using an ATS, the process doesn't end there. You’ll need to conduct pre-employment checks, onboard your candidates, and maintain ongoing compliance. This involves document management, verifying the right to work, conducting DBS checks, reference requests and providing online training. This is precisely where Credentially steps in – as an onboarding and compliance platform, seamlessly complementing the ATS landscape.

We’ve recently released our interactive live demo so you can see how it works in your own time.


Conclusion: Finding Your NHS Recruitment Solution

While commercial options offer robust features, the specialised nature of NHS Jobs presents a unique challenge. Balancing advanced capabilities with seamless access to healthcare talent via NHS Jobs is your dilemma. Your choice should align with your organisation's goals, ensuring efficient workflows and successful healthcare hiring. Your decision today shapes your NHS recruitment success tomorrow. 

How can you automate compliance?
Easy, contact Credentially to find out more.
Book a Demo
Our client case studies
Learn how Dr Fertility have made their compliance process simple in preparation for their CQC inspection and the ability to evidence compliance quickly for inspectors.

Find out how Urgent Care provider HUC has drastically reduced time to hire down to as little as three days by automating credentialing and onboarding processes.

3 Reasons Providers Fail CQC Inspections

1
“No system to ensure all staff have full pre-employment checks completed”
2
“Failure to deploy adequate numbers of suitably qualified staff”
3
“No system in place to review and communicate role-specific training or policies to staff”

Are you CQC ready?

Yes
No
1. Do you think there is there a link between staffing and the ability to deliver safe, effective services?
2. Do you have any digital tools, such as online staff management, that can help get the right people on duty at the right time?
3. Can you automate key aspects of employee onboarding to ensure the right mix of skills is available within your teams?
4. Can you evidence documents, DBS checks, right to work checks, certifications, training records, policies and reporting for CQC inspectors?
5. Is all your documentation regularly kept up to date?
6. Do your staff understand their responsibilities and how well can they link their work back to current guidelines and best practices?
7. Can you evidence that policies are communicated to staff and they are read and understood?
8. Do you have a digital document management system in place to ‘send and sign’ new or amended policies or documents to staff?
9. Do you record staff training and development that you can show CQC inspectors?
10. Can you provide clear evidence of how you are developing and improving your services?

Take Action

More than 5 no's?
If you answered 'no' to any of the questions then you need onboarding and credentialing software to help you get CQC compliant.
How your competitors fixed it
Between 3-5 no's?
If you answered a mix of 'yes' and 'no' then you need to improve compliance in time for your CQC inspection.
Learn how to be CQC ready
Less than 2 no's?
It sounds like you’ve got a grip on things, but did you know you can automate compliance and credentialing to further improve processes and impress CQC?
Take it to the next level

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