Applicant Tracking Software For Job Seekers

Applicant tracking software for job seekers is the employer’s own hiring funnel: it collects applications, screens and shortlists them against your criteria, schedules interviews, records pre-employment checks and hands successful applicants to onboarding, beside the job boards and check providers you already use. The employer runs the ATS, not the applicant. If you are a job seeker, the careers page you applied through is the part you see.

Yes. Sentrient is an Australian company and its applicant tracking system is used by organisations hiring across Australia and New Zealand. Screening questions can follow Australian hiring norms, such as the work rights check the employer completes and records in Sentrient, and the Fair Work Ombudsman’s hiring guidance describes what each new employee must receive. The organisation remains responsible for meeting those obligations.

Sentrient is the employer’s own funnel, from application to handover, and it records each check beside the job boards, agencies, spreadsheets and HRIS most teams already run. Online recruitment software sits between the job board and the HRIS: one queue, one set of screening questions, one record per applicant. Two posts cover the ground: how HR software helps with recruitment in Australia and recruitment and onboarding for office staff.

Sentrient is the employer’s hiring funnel, recording each check beside the providers and boards you use. It does not run police, Working with Children, NDIS, AHPRA or VEVO checks: the regulator or provider does, and Sentrient holds the result. It does not post to every job board, test or video-interview candidates, or decide who is hired. Sentrient’s HR software covers the whole employee lifecycle, this page covers the funnel only.

Every employer hiring in Australia carries anti-discrimination and privacy obligations from the first job ad. The Australian Human Rights Commission publishes a step-by-step guide to preventing discrimination in recruitment covering advertisements, selection criteria and interview questions. Sentrient keeps the criteria you set and the record of each decision in one place. The organisation remains responsible for meeting those obligations.

You write the screening questions, knockout criteria and custom forms yourself, so every job seeker answers the same questions in the same order. Typical questions cover availability, location, licences, qualifications and whether the applicant holds work rights, which the employer confirms with Home Affairs and records in Sentrient. Responses are analysed against the criteria you set. The organisation remains responsible for the questions and the decisions.

No. Sentrient records the outcome of each check, it does not run the check. Work rights are checked by the employer through the VEVO service for organisations police checks through an accredited provider and any Working with Children Check through the state register. Sentrient holds the record of who has cleared, what is outstanding and what expires. The organisation remains responsible for completing each check.

Job seekers apply through your careers page and a candidate record is created automatically, or your team adds candidates manually. Career page and job board integration keeps every application in one queue with a complete candidate profile. Job ads themselves are managed in the job postings module, and additional applicant details are collected through structured forms in the candidate information system.

Shortlisting in Sentrient ranks and filters applicants against the criteria you set, never on its own. Screening responses are analysed against your knockout questions, resume shortlisting flags the applicants who meet the must-holds, and advanced search and filtering narrows a large field by location, availability or licence. Shortlists can also be drawn from reports. The organisation remains responsible for who goes forward.

Sentrient syncs the candidate’s and the interviewer’s calendars and sends the applicant an automatic notification. An initial screening call can be run online, evaluation tasks are assigned to the hiring manager, and panel notes and feedback are kept on the candidate record, so the whole panel sees the same picture before the next round.

Reference checks are recorded in Sentrient as a stage of the recruitment management system, as the module page describes them. Your team contacts the referees, and the outcome, the date and any notes are held on the candidate record so the panel sees them before an offer. Sentrient does not contact referees on your behalf.

Automated communication workflows send the acknowledgement, the follow-ups, the interview details and the outcome, including the message to applicants who were unsuccessful. That steady contact is most of what candidate experience means to a job seeker, and it is what recruitment automation software is for. The organisation decides the wording and the timing. Our post on recruitment trends covers why it matters to an employer of choice.

Once the panel has chosen, your team collects any remaining documents, issues the electronic contract and the applicant signs it online through Sentrient’s electronic signing. The signed contract is held on the candidate record, ready for the handover to onboarding.

The applicant is converted directly into a new hire and the record is handed to the onboarding management system.Preboarding covers the paperwork and welcome messages between acceptance and the first day, so the new starter is not asked twice for the same information.

Yes. The same screening questions run for every applicant whether the campaign draws fifty applications or five thousand, and automated updates keep candidate experience steady at volume. Applicants who were suitable but not chosen can be kept in a talent pool for the next intake, with their consent recorded on the profile.

Yes. Custom permissions give each hiring manager the roles and applicants they are responsible for, and automated alerts tell the hiring team when an application, a screening response or a signed document arrives. That is what hiring management software should do across sites: one process, many managers, one record per applicant.

Sentrient produces data-driven recruitment reports from the candidate records themselves: how many applicants each role attracted, where they came from, how long each stage took and where applicants dropped out. Shortlists can be drawn straight from those reports. As recruitment tracking software it shows you the funnel as it is, not as the spreadsheet remembers it.

Applicant information sits on the candidate record with permissions you control. The OAIC’s employment privacy guidance explains that the employee records exemption does not extend to unsuccessful applicants, so their information stays within the Privacy Act. Sentrient helps you evidence what was collected and when. The organisation remains responsible for its own privacy policy and retention decisions.

Sentrient opens in a web browser, so a hiring manager can review a shortlist, add panel notes or complete an evaluation task from the device they carry rather than waiting to be back at a desk. Automated alerts bring the next action to them.

Each screening response, shortlist decision, interview note, evaluation and check outcome is held on the candidate record, with the permissions showing who did what. That record is what you show an auditor, an accreditation body or a complainant asking how a decision was reached. The organisation remains responsible for the decisions themselves.

Sentrient’s applicant tracking software for job seekers is one part of an Australian HR management system that also carries onboarding, compliance training, policies and records. Hiring in Sentrient means the new starter’s record, contract and induction sit in the same system from the first application, with nothing re-keyed.

It suits any organisation whose roles draw a large number of applications, from schools and health organisations to professional bodies. Sentrient clients include Penleigh Essendon Grammar School, The George Institute for Global Health and Engineers Australia. “Its saving us a lot of time, to the point where we trust the system and we don’t need to double check it.” Jennie Iacobaccio, Executive Assistant to Principal and Vice Principal Administration, Penleigh Essendon Grammar School. Read the Penleigh Essendon Grammar School case study.

Pricing is set by a tailored proposal based on the size of your organisation and the modules you need, so there is no figure to quote here. Request a free demo and we will send a proposal after seeing how your team hires.

Book a free 20-minute demo through the free demo page. We will use your own roles and screening questions, walk through the funnel from careers page to onboarding, and answer the questions your hiring managers have about applicant tracking software for job seekers.