HR Management

How Does Australian HR Software Help With Recruitment And Applicant Tracking?

Wraps up in 12 Minutes

Author: Gavin Altus

Published On August 28, 2025

Are you still struggling to keep track of candidates or spending countless hours manually posting jobs across multiple platforms?

Well, guess what? You’re not alone.

The traditional hiring process can be extremely challenging.

You post a job, receive dozens (or hundreds) of applications, manually sort through them, schedule interviews, and somehow try and keep everyone in the loop.

Meanwhile, great candidates can slip through the cracks, and your best prospects get frustrated with slow communication and ultimately may end up at your competitors.

But here’s the good news – Australian HR software with built-in applicant tracking systems (ATS) can transform your recruitment process from chaotic to streamlined.

In this comprehensive guide, you’ll discover how modern HR software can revolutionise your hiring process, save you precious time, and help you find the right talent faster.

What is HR Software and Applicant Tracking?

HR software is essentially a comprehensive platform that handles employee records, payroll, performance management, leave requests, and yes, recruitment.

Now, when it comes to recruitment specifically, that’s where applicant tracking comes into play.

An Applicant Tracking System, or ATS for short, is a specialised feature within HR software that manages your entire hiring process from start to finish.

Here’s how it works in simple terms: When you post a job opening, the ATS collects all applications in one place, organises candidate information, tracks where each person is in your hiring process, and helps you communicate with candidates seamlessly.

Instead of having resumes scattered across your email inbox and desktop folders, everything lives in one organised space.

But modern HR software goes beyond just collecting resumes. It can automatically screen candidates based on criteria you set, schedule interviews, send automated emails to keep candidates informed, and even generate reports showing you which recruitment channels bring in the best candidates.

Major Benefits of Using Australian HR Software for Recruitment & Applicant Tracking

Now that you understand what HR software and applicant tracking are, let’s dive into the real game-changers.

These benefits aren’t just nice-to-haves – they’re the reasons why smart Australian businesses are making the switch and never looking back.

1. Streamlined Job Posting

Remember the days when you had to log into multiple job boards, rewrite your job description for each platform, and manually track where you posted what?

Those days are officially over.

With Australian HR software, you can write your job description once and post it across multiple platforms simultaneously.

Most quality HR software integrates with popular Australian job boards like Seek, Indeed, LinkedIn, and industry-specific platforms.

You simply create your job posting within the system, select which platforms you want to use, and hit publish. The software does all the heavy lifting, formatting your job description appropriately for each platform and tracking applications as they come in.

This means you can reach a wider pool of candidates without spending your entire day copy-pasting job descriptions.

Plus, you’ll have a complete overview of which platforms are bringing in the most qualified candidates, helping you focus your efforts (and budget) where they matter most.

2. Improved Candidate Screening & Shortlisting

Let’s be honest – manually reviewing hundreds of resumes is mind-numbing work, and it’s easy to miss great candidates when you’re overwhelmed.

Australian HR software takes the grunt work out of initial screening by automatically filtering candidates based on criteria you set.

You can configure the system to automatically screen for essential requirements like specific qualifications, years of experience, location preferences, or even keyword matches. The software creates a shortlist of candidates who meet your basic criteria, saving you hours of manual review time.

But here’s where it gets really smart: many systems use AI-powered screening that learns from your hiring decisions.

If you consistently hire candidates with certain characteristics or backgrounds, the software picks up on these patterns and can suggest similar candidates for future roles.

3. Compliance with Australian Employment Laws

Australian employment law is complex, and staying compliant isn’t optional – it’s essential.

From Fair Work regulations to anti-discrimination requirements, there’s a lot to keep track of. Australian HR software is specifically designed to help you navigate these legal requirements without needing a law degree.

The software ensures your job postings don’t inadvertently include discriminatory language, tracks important compliance updates, and maintains proper records for audit purposes.

Many systems also include built-in templates for employment contracts and other legal documents that are already compliant with Australian standards.

When it comes to record-keeping, the software automatically maintains detailed logs of your recruitment process, including who was interviewed, what decisions were made, and why.

This documentation is invaluable if you ever need to demonstrate fair hiring practices to regulators or in legal proceedings.

4. Enhanced Candidate Experience

In today’s competitive job market, candidate experience can make or break your ability to attract top talent.

Nobody likes applying for a job and then hearing nothing for weeks. Australian HR software helps you maintain professional, timely communication throughout the entire recruitment process.

Automated email sequences keep candidates informed about their application status, next steps, and expected timelines. The software can send personalised rejection emails to unsuccessful candidates, thank-you notes after interviews, and detailed information packets to successful candidates.

Many systems also include candidate portals where applicants can track their application progress, upload additional documents, and complete pre-employment tasks.

This transparency builds trust and shows candidates that you’re organised and professional – qualities that top talent values in potential employers.

5. Collaboration & Transparency for HR Teams

If you work with a team (or even just need to involve managers in hiring decisions), you know how challenging it can be to keep everyone on the same page.

Australian HR software creates a central hub where all team members can access candidate information, leave feedback, and track interview progress.

Hiring managers can log into the system to review shortlisted candidates, leave interview notes, and provide ratings or feedback. HR team members can see exactly where each candidate stands in the process and what actions need to be taken next.

No more email chains asking “What happened with that candidate we interviewed last week?”

The software also creates accountability by tracking who’s responsible for each step in the process and sending reminders when deadlines are approaching.

This ensures nothing falls through the cracks and candidates don’t get forgotten in busy periods.

6. Data-Driven Recruitment Decisions

Instead of making hiring decisions based on gut feelings or incomplete information, you can use concrete data to improve your strategy.

The software tracks metrics like time-to-hire, cost-per-hire, source effectiveness, and candidate quality scores. You can see which job boards deliver the best candidates, which interview questions predict successful hires, and where bottlenecks occur in your process.

This data helps you make smarter decisions about where to spend your recruitment budget, how to improve your hiring process, and what changes will have the biggest impact on your results.

Over time, you’ll develop a recruitment strategy that’s based on evidence rather than guesswork, leading to better hires and lower turnover.

How to Choose the Right HR Software for Recruitment and Applicant Tracking

With so many HR software options available in the Australian market, choosing the right one can feel overwhelming.

But don’t worry – by focusing on these key criteria, you’ll be able to narrow down your options and find the perfect fit for your business needs.

1. Compliance with Australian employment laws

This should be your number one priority when evaluating HR software.

Not all systems are created equal when it comes to Australian compliance, especially if you’re looking at international providers who might not understand local requirements.

Look for software that specifically mentions compliance with the Fair Work Act 2009, Modern Awards, National Employment Standards, and anti-discrimination legislation. The system should have built-in safeguards that prevent you from accidentally creating non-compliant job descriptions or employment contracts.

You also want a provider who stays on top of legislative changes and automatically updates their system accordingly, rather than leaving you to figure out compliance on your own.

2. Integration with payroll and HR systems

Unless you’re starting completely from scratch, you probably already have systems in place for payroll, accounting, or other HR functions.

The last thing you want is to create data silos where information doesn’t flow between systems.

Therefore, you should check whether the HR software can integrate with your existing payroll provider, accounting software, or other business systems.

Seamless integration means that when you hire someone, their information automatically flows from the recruitment system into payroll and other relevant platforms.

If you’re using popular Australian platforms like MYOB, Xero, or specific payroll providers, make sure the HR software has proven integrations with these systems. This will save you countless hours of manual data entry and reduce the risk of errors.

3. User-friendly interface

If your HR software is confusing or difficult to use, your team simply won’t use it effectively.

You need a system that’s intuitive enough that new users can figure it out without extensive training.

When evaluating options, ask for a demo or trial period where your actual team members can test the software. Pay attention to how long it takes them to complete common tasks like posting a job, reviewing candidates, or scheduling interviews.

If they’re struggling with basic functions, it’s not the right fit.

4. Mobile accessibility

Your hiring process doesn’t stop when you leave the office, and neither should your access to candidate information.

Mobile accessibility is crucial, especially if you have hiring managers who travel or work remotely.

The software should offer a mobile app or responsive web design that works seamlessly on smartphones and tablets. Key features like reviewing resumes, scheduling interviews, and communicating with candidates should all be easily accessible on mobile devices.

Test the mobile experience yourself during the evaluation process.

Try reviewing a candidate profile, leaving interview feedback, or approving a job posting from your phone. If it’s clunky or missing important features, keep looking.

5. Customisation for company size/industry

Every business is different, and your HR software should reflect that.

A solution that works perfectly for a large manufacturing company might be overkill for a small professional services firm, and vice versa.

Consider your company size and growth plans. If you’re a small business now but planning to scale rapidly, you need software that can grow with you.

That’s why you should look for flexible pricing models and feature sets that can accommodate your current needs without limiting future expansion.

Industry-specific features can also be important. If you’re in healthcare, construction, or other regulated industries, you might need specialised compliance features or industry-specific templates that generic HR software doesn’t provide.

Try Sentrient – The Best HR Software in Australia for Recruitment and Applicant Tracking

After exploring all the criteria for choosing the right HR software, you might be wondering which solution actually delivers on these promises.

That’s where Sentrient comes in – Australia’s trusted HR software provider that’s been helping businesses streamline their recruitment processes for over a decade.

What makes Sentrient stand out in the crowded Australian HR software market?

It’s simple – we’ve built our HR software specifically for Australian businesses, with a deep understanding of local compliance requirements and employment laws.

While many international providers try to adapt their global solutions to the Australian market, Sentrient was designed from the ground up with Australian Fair Work regulations, Modern Awards, and local hiring practices in mind.

Ready to see how Sentrient can transform your recruitment process?

Contact us to schedule a demo and experience the platform firsthand and see exactly how it addresses your specific hiring challenges.

FAQs

1) What is the difference between an ATS and HR software?

An ATS (Applicant Tracking System) focuses solely on recruitment and hiring processes. HR software is comprehensive and includes ATS functionality plus employee management, payroll integration, performance reviews, and compliance tracking. Most Australian businesses prefer integrated HR software for better value and seamless data flow.

2) Is HR software necessary for small businesses in Australia?

It depends on your hiring frequency and complexity. If you hire 2-3+ people annually or have multiple people involved in hiring decisions, HR software becomes essential. It also helps ensure compliance with Australian employment laws, which can save significant legal costs regardless of business size.

3) Which HR software is most popular among Australian companies?

Popular options include Sentrient, BambooHR, and Employment Hero. However, the “best” choice depends on your specific needs, company size, and growth plans rather than popularity. Focus on finding software that matches your requirements and budget.

4) Does HR software ensure compliance with Fair Work regulations?

Quality Australian HR software significantly improves Fair Work compliance through built-in templates, automated record-keeping, and compliance reminders. However, it’s a tool, not a guarantee. You should still consult employment law experts for complex situations or major policy changes.

5) How does HR software improve the candidate experience?

HR software provides professional, timely communication through automated email sequences, interview scheduling, and status updates. Many platforms include candidate portals for tracking progress and completing tasks online. This transparency builds trust and protects your employer brand.

6) Can HR software integrate with payroll and onboarding systems?

Yes, most quality HR software integrates with popular Australian systems like MYOB, Xero, and QuickBooks. When someone gets hired, their information automatically flows into payroll and onboarding workflows, eliminating manual data entry and reducing errors.

7) Is Australian HR software suitable for remote hiring?

Absolutely. Modern HR software handles remote hiring challenges through video interview integration, digital signatures, online onboarding, and compliance tracking across different states. It centralises everything online and enables collaboration regardless of location, making remote hiring seamless and professional.