Menu Close

How Can Recruitment Management Software Save Time?

“Time is money.” is one of most commonly used phrases of all time.

The current generation has proved time is equally valuable as money. It can’t be denied that recruitment is a tiresome job. The challenges faced in the recruitment process have elevated as a consequence of the pandemic and sudden lockdown. The change pushed recruiters to opt for virtual interviews rather than face to face. The current situation indicates that the new normal way to recruit is here to stay. An automated recruitment management system is meant to decrease the workload of the human resource management team.

Let’s delve into the features of recruitment management software that saves time of human resource management team:

Recruitment process


One of the basic features of recruitment software is the recruitment management process. Hiring an employee begins with creating a vacancy and evaluating the budget for the created vacancy. This web based application assists the HR in framing job description, pre-screening of the applications, assigning tests to the selected candidates via bulk email, creating job offers , etc. this features smoothens the process of recruitment by decreasing the workload of the HR. It helps to schedule interviews and keeps the applicants updated with the status of the recruitment.

Posting on outsourcing platform

Posting the availability of jobs is a crucial task. Recruitment software allows the HR to post job applications on various sourcing platforms such as monster jobs, etc. An HR can advertise the availability of jobs on various other social media platforms. It is essential to maintain an active profile until the organization has scaled down the eligible candidate. As an inactive profile might decline the number of applications. The application notifies the HR of the status of the post on these platforms and even notifies to update the profile once the applicant is selected. Premium job- postings , industry specific job posting are few of the activities automated by the recruitment management software.


ATS, abbreviated for application tracking system, has a pivotal role to play in the recruitment process. Once the job opening is posted online applications start pouring in. The recruitment software is designed to pre screen the application in accordance with the required qualifications. It filters the application based on the job description and notifies the HR of the eligible candidates. The HR can track these applications and communicate for further rounds of interviews. It notifies the candidates of the further rounds and if the candidate has qualified for the second round.


Once the candidate is selected begins the onboarding procedure. The selected candidate receives an offer letter describing the responsibilities and the ctc amount that will be offered. Earlier the candidate has to visit the office and submit hardcopies of the documents for verification purposes. With the pandemic and the new normal the candidate is now provided with the credentials generated by the IT team. The candidate can upload the required document on recruitment software. It minimizes the risk of error and acknowledges the new joinee’s understanding of the policies of the organization

Management of data

A newly hired employee submits documents including personal information, bank account details, medical informations, etc. it is essential to store these data on a secured platform. Web based application provides a secure centralized platform to store data decreasing huge loads of files and spreadsheets. This feature even stores the application and allows the candidates to track the status of the resume logging in using the credentials provided by the IT team. Features such as candidate login, resume upload, resume extractor automates the whole procedurerecruitment within a few clicks.

The motto of AI is to save time. These features automate a major portion of the task leaving time to strategically plan for future steps for betterment of the organization. Recruitment teams can plan for scaling tests and frame assessments to opt for the most potential candidates for the available vacancy.