Applicant Tracking Software For Recruiters

Applicant tracking software for recruiters collects applications for the roles an in-house recruiter runs, screens and shortlists them against the criteria each hiring manager sets, schedules interviews, records the pre-employment checks completed by providers and regulators, and hands successful applicants to onboarding, beside the job boards and agencies already in use. Sentrient supplies it as part of its recruitment module, for talent acquisition teams inside Australian organisations.

Yes. Sentrient is built and supported in Australia for Australian and New Zealand employers. Screening forms can capture the details Australian hiring needs, such as work rights, state licences and Working with Children Check numbers, and the outcome of each check is recorded against the applicant once the regulator or provider completes it, so the recruiter sees at a glance who has cleared.

Most talent acquisition teams run job boards, a shared inbox, spreadsheets and the HR system, with agencies used for hard-to-fill roles. Sentrient gives that work its own funnel as software for recruiters that sits inside the same platform as onboarding and HR. Our guides to applicant tracking systems and ATS and HR software in Australia explain how the pieces fit.

It is internal recruitment software for the roles your organisation fills, not an agency CRM, temp desk or job-board aggregator. It does not run police, Working with Children, VEVO or licence checks (the regulator or provider performs those and Sentrient records the result), post to every job board, or test, video-interview or rank candidates on its own. Sentrient's HR system covers the whole employee lifecycle, this page covers hiring.

The employer's obligations apply to every role the recruiter runs: minimum terms from awards and the National Employment Standards, the Fair Work Information Statement, anti-discrimination law in advertising and selection, and privacy law over applicant information. The Fair Work Ombudsman sets out the hiring steps, and the Australian Human Rights Commission describes the positive duty on employers. Sentrient keeps the hiring record, and your organisation remains responsible for each obligation.

Yes. The recruiter writes the screening questions and custom forms for each role with the hiring manager, for example the right to work in Australia (confirmed by Home Affairs and recorded here), a trade licence, shift availability or a notice period, and Sentrient analyses the responses so the shortlist reflects those criteria. Your organisation remains responsible for every hiring decision.

Sentrient records the outcome of each check, it does not run the check. Work rights are confirmed by the Department of Home Affairs through VEVO, police checks by an accredited provider, and Working with Children Checks by the state screening unit. Each clears an individual candidate. Sentrient holds your organisation's record of which applicants have cleared, what is outstanding and what expires.

Candidate records are created automatically from your careers page through career page and job board integration, or added manually by the recruiter, and screening starts only with the questions you configure. Roles are set up through Sentrient's job postings software, and every application lands in a complete candidate profile with centralised applicant data for the hiring manager.

Screening responses are analysed against the criteria you set, and advanced search and filtering let the recruiter narrow applicants by licence, location or experience. Shortlists come from reports, and candidates you do not hire now can sit in a talent pool for the next role. The recruiter reads every resume and the software rejects nobody on its own.

Yes. Sentrient syncs the candidate's and the interviewer's calendars, sends automatic notifications and supports online or initial screening calls. Evaluation tasks can be assigned to each hiring manager or panel member, and panel notes and feedback stay in one place so the recruiter runs the debrief from a single record.

Yes. Sentrient lets you request, track and document reference checks within the recruitment module, as its recruitment management system page describes. The referee supplies the reference, the recruiter records it against the applicant, and the file is ready before an offer is made.

Automated communication workflows send acknowledgements, follow-ups, reminders and welcome messages at the stages you set, which is the part of recruitment automation software recruiters use most. Unsuccessful applicants can be told promptly with a templated message, and every message is logged against the record, so nobody is left waiting because a hiring manager went on leave.

Once the hiring manager approves an offer, Sentrient collects the documents you need, requests any additional information and issues the contract for signing through its electronic signing software. The signed contract stays on the applicant's record and moves with them to onboarding.

Sentrient converts the applicant into a new hire and hands the record to its onboarding management system, where declarations, policy acknowledgements and inductions are completed before day one, often from a phone. The recruiter closes the role and the people team picks up the record without re-keying.

Yes. Recruiters filling seasonal, casual or graduate intakes can run several roles at once, with screening questions doing the first pass and talent pools holding earlier applicants for the next round. Permissions keep each hiring manager on their own roles while the recruiter sees the whole queue.

Yes. Custom permissions let each hiring manager see their own roles and applicants, while the recruiter and head office see hiring across every team and site. Automated alerts tell the right person when an application arrives, a screening form is completed or a check outcome is recorded, which is what hiring manager software should do for a busy recruiter.

Sentrient tracks recruitment metrics and produces data-driven reports on applications, screening outcomes, interviews and hires by role, team and period, the material a recruiter needs for time to hire and source of hire conversations with leadership. Reports show which roles are slow to shortlist and where applicants drop out.

Applicant information is collected through forms you control and held in one record with permissions you set. The OAIC notes that the employee records exemption does not cover unsuccessful applicants, so their information is handled under the Australian Privacy Principles. Our note on applicant tracking systems for recruiters covers retention. Your organisation remains responsible for how applicant information is used and kept.

Yes. Sentrient is web-based and works in any phone or tablet browser, so a hiring manager can review a screening response, add interview notes or approve a stage between meetings, and the recruiter can check the queue from anywhere without installing an app.

Yes. Every application, screening response, interview note, check outcome and offer is time-stamped against the applicant, so your organisation can show how a hiring decision was made and which check outcomes were recorded before the start date. That record supports an internal review or an audit, and your organisation remains responsible for the decision itself.

Sentrient is Australian, it gives the in-house recruiter a talent acquisition platform that sits inside the same system as onboarding, compliance training and the workplace compliance system, and it hands each hire on without re-keying. One record follows a candidate from application to first day, with every check outcome filed where an auditor can find it.

Sentrient suits organisations with an in-house recruiter or talent acquisition team, from community services and not-for-profits to professional services, member bodies and health research, where the people team also owns onboarding, training and compliance records. Published clients include Engineers Australia, The George Institute for Global Health and Community Action Gympie, whose Compliance Manager said: “The move to Sentrient has made a huge difference to the way we operate.” (Judy Brauer, Compliance Manager, Community Action Gympie)

Pricing depends on how many people your organisation employs, the modules you need and any integrations. We prepare a tailored proposal after a short discovery conversation, so you pay for what your team uses. There is no obligation, and the proposal sets out exactly what is included.

Yes. Book a free 20-minute demo and we will walk through screening, interview scheduling, hiring manager permissions and the onboarding handover using roles from your organisation. Use the form at the top of this page or < a href="https://www.sentrient.com.au/free-demo">request a free demo.