Applicant Tracking Software For Small Business

Applicant tracking software for small business collects applications, screens and shortlists them against your criteria, schedules interviews, records the pre-employment checks your providers complete and hands successful applicants to onboarding, beside the job boards and referees you already use. Sentrient keeps every applicant, answer and note on one record so the owner and the office manager share one view.

Yes. Sentrient is built and supported in Australia and used by organisations across Australia and New Zealand. The applicant tracking system for small business teams holds the records an Australian employer needs when hiring, from work-rights outcomes to signed contracts, and support comes from a local team. Applicant tracking software for small business in Australia should start with those records.

Sentrient is the employer's own hiring funnel beside the job board ad, the inbox, the spreadsheet and the agency most small businesses hire with today. It does not replace the job board or the agency. For context, read what an applicant tracking system is and how Australian HR software helps with recruitment. Recruiting software for small business works when it removes the spreadsheet.

Sentrient is the employer's hiring funnel that records checks beside the providers and boards you already use, so it does not run police, Working with Children, VEVO or licence checks, post to every job board, test or video-interview candidates, or make hiring decisions. It differs from Sentrient's HR software (the employee lifecycle), workforce management (who is cleared for each shift) and the recruitment management system by covering the funnel only.

An Australian small business must not discriminate in job ads, questions or selection, must handle applicant information carefully and must give new starters the Fair Work Information Statement. The Australian Human Rights Commission guidelines and the business.gov.au hiring guide describe each step. Sentrient records the questions asked and the answers given. The organisation remains responsible for meeting its obligations.

Yes. You configure the screening questions and custom forms for each role, such as work rights, a driver licence, a forklift ticket or a trade certificate, the answers sit beside the resume and Sentrient records the check outcome your provider supplies. It does not decide who is eligible. The organisation remains responsible for the criteria and for every decision made against them.

No. Work rights are checked through the Department of Home Affairs' free VEVO service for organisations and police, Working with Children and licence checks are run by the regulator or an accredited provider. Sentrient holds your organisation's record of which applicants have cleared, what is outstanding and what expires. The organisation remains responsible for performing the checks.

Add candidates by hand, or let your careers page create the candidate record the moment someone applies. Each record carries the resume, the screening answers and any documents requested. Job details, screening questions and approvals are set up through job postings, and career page and job board integration keeps applications flowing into one place.

Applicants are ranked against the criteria you set, never by the software's own judgement. Advanced search and filtering surface the answers that matter, screening responses are analysed against your questions, and you shortlist from a report rather than an inbox. The organisation remains responsible for the shortlist and for the decision that follows it.

Yes. Sync the candidate's and the interviewer's calendars, send automatic notifications and run an online or initial screening call. Assign evaluation tasks to the supervisor or the owner, and keep panel notes and feedback on the candidate record so everyone reads the same thing before the offer. Interview scheduling software should remove the back-and-forth, not add a login.

Yes. As the recruitment management system words it, you can request, track and document reference checks against the candidate record so the outcome is on file before the offer goes out. The referee conversation is yours to have. Sentrient records who was contacted, when and what was noted. The organisation remains responsible for how the reference is weighed.

Automated communication workflows send acknowledgements, follow-ups, reminders and welcome messages at the points you choose. Unsuccessful applicants receive a message you have written rather than silence, and every message is logged on the record. You decide the wording and the timing. The organisation remains responsible for what is said to each applicant.

Yes. Offers are issued and tracked from the candidate record, and contracts are signed through electronic signing so the owner is not chasing a printed page. The signed contract stays on the record and follows the person into their employee file. Signed documents are stored, not interpreted.

Convert the applicant directly into a new hire and hand over to onboarding, where inductions, policy acknowledgements and forms begin. Preboarding lets the paperwork start between the signed contract and day one. Onboarding software for small business should pick up exactly where the funnel ends, without re-keying anything.

Yes. When a small business takes on casuals for summer trade or a big job, the same screening questions, calendar sync and communication workflows run for twenty applicants as for two. The Fair Work Ombudsman small business hiring pagedescribes what casual and new starters must receive. Hiring software for small business should handle the burst without extra staff.

Yes. Custom permissions let the owner, the office manager and a supervisor at a second site see only the roles and applicants they are responsible for, and automated alerts tell each of them when an application, a screening response or an interview note needs attention. Everyone works from the one record rather than a forwarded email.

Data-driven reports show recruitment metrics such as the number of applications per role, the stage each applicant sits at, time to hire and where each hire came from. Reports are built from what the team records, so they read as well as the data behind them. Use them to see which ad worked and which stage stalls.

Applicant records sit in one secure system with permissions, and the OAIC notes that the employee records exemption does not cover unsuccessful applicants, so their information stays under the Privacy Act where it applies. Sentrient records what was collected and lets you set who can see it. The organisation remains responsible for its privacy obligations and its retention decisions.

Yes. A supervisor can review a shortlist, read screening answers, add interview notes and act on an alert from a phone or tablet between jobs, and the owner sees the same record from the office. Nothing waits for someone to be back at a desk.

Yes. Every application, screening answer, check outcome recorded, interview note, message and offer sits on the candidate record with a date and a name, so you can show an auditor, an insurer or a Fair Work inspector how the decision was made. The record evidences the process. The organisation remains responsible for the decision itself.

Because the funnel and the rest of the employee lifecycle sit in one Australian platform: the hire moves into onboarding, training and compliance without re-entry, and hiring records sit beside risk management software for small business. Small business recruitment software from Sentrient records the checks, holds the notes and keeps every decision on one record.

Sentrient suits small businesses and community organisations that hire without a dedicated recruiter, including trades, clinics, professional firms and not-for-profits. Community Action Gympie moved its HR and compliance records into Sentrient. "The move to Sentrient has made a huge difference to the way we operate." Judy Brauer, Compliance Manager, Community Action Gympie. Read the Community Action Gympie case study.

Sentrient provides a tailored proposal based on the modules you need and the size of your team, so the price reflects your hiring volume rather than a plan built for a large employer. Small business recruitment software should not carry costs for seats nobody uses. Request a proposal after the demo and compare it with the agency fees and the hours you spend today.

Yes. Book a free 20-minute demo and we will walk through the funnel with one of your own roles, from the careers page to the signed contract and the onboarding handover, and show how checks are recorded beside the providers you use. Request a free demo.