Applicant Tracking Software For Restaurants

Applicant tracking software for restaurants collects applications for the roles your venue fills, screens and shortlists them against the criteria you set, schedules interviews, records the RSA, food safety and work-rights checks completed by providers and regulators, and hands successful applicants to onboarding, besides the job boards and agencies you already use. Sentrient supplies it as part of its recruitment module for restaurants, cafes, bars and multi-venue groups.

Yes. Sentrient is built and supported in Australia for Australian and New Zealand employers, including restaurants and cafes. Screening forms can capture the details Australian venue hiring needs, such as an RSA competency card, a Food Safety Supervisor certificate and visa work rights, and the outcome of each check is recorded against the applicant once the training provider, food authority or Home Affairs completes it.

Most venues hire through job boards, social media posts, a sign in the window, referrals from staff and the occasional hospitality agency, with applications landing in a personal inbox or a group chat. Sentrient gives that restaurant hiring its own funnel as restaurant hiring software, without touching the rostering or POS systems. Our guides to applicant tracking systems and ATS and HR software in Australia explain how the pieces fit.

It is the venue's own hiring funnel, not rostering, POS, restaurant management or payroll software, and not an agency or job board. It does not run RSA, food safety, police or VEVO checks (the provider or regulator 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 software for restaurants covers the lifecycle, this page covers hiring.

The same rules apply to any employer: minimum terms from the relevant award (usually the Hospitality Industry (General) Award or the Restaurant Industry Award) and the National Employment Standards, the Fair Work and Casual Employment Information Statements, anti-discrimination law in advertising and selection, and privacy law over applicant information. The Fair Work Ombudsman sets out the hiring steps. Sentrient keeps the record, and your venue remains responsible for each obligation.

Yes. You write the screening questions and custom forms for each role, for example an RSA competency card for a bar role (issued after approved training and recorded here), a Food Safety Supervisor certificate for a kitchen role, weekend availability or the right to work in Australia, and Sentrient analyses the responses so your managers can shortlist against those criteria. Your venue remains responsible for every hiring decision.

Sentrient records each check outcome, it does not run the check. RSA competency comes from approved training under state liquor law (in NSW via Liquor and Gaming NSW), the Food Safety Supervisor certificate from an approved training organisation under the NSW Food Authority scheme, and work rights are confirmed by Home Affairs through VEVO. Each clears one worker. Sentrient holds your record of who has cleared and what expires.

Candidate records are created automatically from your careers page through career page and job board integration, or added manually by the venue manager when someone hands in a resume, 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 for the hiring venue.

Screening responses are analysed against the criteria you set, and advanced search and filtering let a venue manager narrow applicants by section, availability or experience. Shortlists come from reports, and candidates you do not hire now can sit in a talent pool for the summer or Christmas round. Your team makes each shortlisting decision, so a candidate is never rejected by the software on its own.

Yes. Sentrient syncs the candidate's and the interviewer's calendars, sends automatic notifications and supports online or initial screening calls, so a head chef can interview in the gap between services. Evaluation tasks can be assigned to a second interviewer, and panel notes and feedback stay in one place so everyone involved reads the same record before a trial shift is offered.

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, your venue manager 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. Unsuccessful applicants can be told promptly with a templated message, which matters in a sector where the applicant you turn down this month may be a regular customer or a candidate for the next opening. Every message is logged against the record.

Once the venue 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, so a casual starter can sign on their phone before the first shift. 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 the first shift, usually from a phone. Preboarding tasks can start as soon as the contract is signed.

Yes. Venues that hire for summer, the Christmas rush, events season or a new opening can run several roles at once, with screening questions doing the first pass and talent pools holding earlier applicants. This hospitality hiring software keeps each applicant's certificate and work-rights record in one place, however many roles are open at once.

Yes. Custom permissions let each venue manager or head chef see their own roles and applicants, while the group's head office sees hiring across every venue and state. Automated alerts tell the right people when an application arrives, a screening form is completed or a check outcome is recorded.

Sentrient tracks recruitment metrics and produces data-driven reports on applications, screening outcomes, interviews and hires by role, venue and period. Group managers use them to see which venues are slow to shortlist, where applicants drop out and how long chef vacancies stay open, and to plan the next seasonal round.

Applicant information is collected through forms you control and held in one record with permissions you set, rather than in a manager's personal inbox. The OAIC notes that the employee records exemption does not cover unsuccessful applicants, so their information is handled under the Australian Privacy Principles. Sentrient supports your retention rules, and your venue 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 venue manager or head chef can review a screening response, add interview notes or approve a stage from the pass or the floor without installing an app.

Yes. Every application, screening response, interview note, check outcome and offer is time-stamped against the applicant, so your venue can show how a hiring decision was made and which check outcomes were recorded before the first shift. That record supports a Fair Work or licensing inquiry, and your venue remains responsible for the decision itself.

Sentrient is Australian, it keeps hiring records beside the RSA and food safety records your venue already holds, and it hands each hire straight to onboarding, induction training through its learning management software for hospitality and the workplace compliance system. One record follows a new starter from application to first shift.

Sentrient suits restaurants, cafes, bars, caterers and multi-venue hospitality groups that hire their own kitchen, floor and bar staff, along with hotels and clubs that run venues inside a larger operation. No hospitality case study is published yet, so the closest published voice is Roche Diabetes Care Australia, whose HR Manager said: “I definitely have to say that the customer service experience with Sentrient has been exceptional. The team is quick to respond, and are available to resolve issues in real time” (Anne-Maree Toohey, HR Manager, Roche Diabetes Care Australia)

Pricing depends on how many people your venue or group employs, the modules you need and any integrations. We prepare a tailored proposal after a short discovery conversation, so you pay for what your business 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 venue hiring, screening, interview scheduling and the onboarding handover using roles from your kitchen, floor and bar. Use the form at the top of this page or request a free demo.