RECRUITING MANAGEMENT SYSTEM: Types, Features, and Examples


A recruitment management system (RMS) is a collection of tools used to manage the recruiting process. For you to let your company grow, you need to have better-qualified employees. With the aid of RMS, you can achieve that. This article talks about the recruiting management system and its recruitment open source.

Recruiting Management System

RMS is probably the most critical base human resources (HR) structure. Recruiting management systems are competitive, particularly for candidates with in-demand technical skills, which is fueling interest in sophisticated recruiting systems.

Employers can track every stage of the hiring process, from initial posting to employee onboarding, with recruitment management systems. Using a platform to organize all of the job candidates allows for easy tracking and sorting of each applicant. An RMS is capable of the following:

  • Post your resume on job boards.
  • Employee referrals should be tracked.
  • assemble applicant materials
  • Candidates must be identified and screened.
  • Plan interviews
  • Take notes on interview responses.
  • Begin referencing and background checks.
  • Produce offer letters
  • Onboarding new employees

What Are the Advantages of a Recruiting Management System?

A recruiting management system can assist recruiters and hiring managers in organizing their hiring processes, automating repetitive tasks, and effectively managing data. The following are some of the advantages that a company may reap from implementing a recruiting management system:

  • One of the most significant advantages of an RMS is its ability to provide all of the functionality required by a hiring team in a single application, thereby eliminating the need for additional talent development and hiring applications.
  • A recruiting management system also provides the hiring manager with all of the information necessary to make hiring decisions. This includes the resume, interview notes, additional files and information provided by the candidate, pre-hire assessments, and comparison metrics based on other candidates who have applied. Depending on the RMS, the system may also use advanced technology to rank candidates, such as AI and machine learning.
  • Searching for the most relevant candidates
  • Enabling a hiring manager to monitor job candidates’ advancement through a recruiting process
  • Keeping an inventory of all applications
  • Automated task reminders for both employers and candidates
  • Putting together a centralized database of all applicants
  • Transparency is provided by a streamlined document storage system.
  • A recruiting management system will frequently integrate with an onboarding application from the same vendor or the core HR system vendor. The integration creates a unified experience for new hires and reduces the manual effort required of the HR team to set up a new employee in the HR system.

What Type of Business Should Employ a Recruiting Management System?

Small businesses frequently transition from highly manual processes reliant on email and spreadsheets to an ATS. As the recruitment process matures and the organization expands, they may want to take their recruitment to the next level by utilizing the advanced functions provided by an RMS.

However, because software and implementation costs are often higher than with an ATS, an RMS is often best suited to midsize and large organizations. Advanced features, such as chatbots and resume parsing, may incur additional costs. Additionally, the hiring team must expend additional effort to manage the additional functionality, which may be difficult for a small recruitment team.

The volume of candidate resumes is another reason why an RMS is best suited to large organizations. The need for streamlined processes and automation grows in tandem with the number of candidates.

Who Makes Use of the Recruiting Management System?

Any organization can benefit from recruitment management software. Their ability to automate tasks such as deadline reminders is also beneficial in managing time when hiring multiple candidates at the same time, particularly during peak hiring seasons. The following business personnel may use recruitment management systems:

  • Human resources directors or coordinators: Employees in a human resources department may use a recruitment management system more frequently than other employees to review candidate profiles and onboard new employees.
  • Managers who want to hire employees within their departments can use recruitment management systems to narrow down their options before contacting human resources personnel who make final decisions.
  • Department heads: Some department heads may use these systems to provide feedback on their company’s hiring process and to filter applicants accordingly.
  • Employees: Current employees of a company may use recruitment management systems to apply for an internal position or to refer to their job description or onboarding paperwork.

Advice on Selecting the Best Recruiting Management System

Consider the features you want and the goals you hope to achieve with this type of system when looking for the best recruitment management system for your company. Integrations with other programs and easy uploading of resumes in various formats may be advantageous to your company. You can also contact recruitment management system software platforms to inquire about free trials to see if their system is a good fit for your company. 

Here are some key features to consider if you want to recruit with an efficient recruitment management system:

  • Communication entails sending emails and messages to candidates, tracking the number of times candidates view job offers, and tracking when candidates accept offers.
  • Selection: The right recruiting software can help match your job posting with qualified candidates.
  • Compatibility: You should also make sure that the software you choose is compatible with your computer network and is easy to access while traveling or working remotely.

Additionally, after deciding on a recruitment management system for your company, consider hosting training sessions for hiring managers to learn and acclimate to the new system, ensuring effective usage.

Best Recruiting Management System

Here are a few recruitment management system options that could help a variety of businesses.

#1. Jotform

One of the many applications of Jotform’s simple online form-building tools is a recruitment management system.

#2. Jobvite

Jobvite is a popular choice for larger businesses due to its ease of use and excellent customer service. It’s also highly customizable, so even if your hiring process isn’t typical, you can still benefit from the Jobvite system.

#3. Recruiting with Zoho

Zoho Recruit offers three types of services: agency recruiting, corporate HR, and temporary staffing (with Zoho Worker). The system’s most valuable features include Source Boosters (which help find passive candidates), a highly useful assessment module for determining a candidate’s skills firsthand, and a personalized temp portal for temp workers.

What Is End-To-End Recruitment?

The phrase “end-to-end recruitment” refers to the entirety of the recruitment process, from the very beginning to the very end. It encompasses everything, beginning with identifying existing or upcoming vacancies, performing job analysis, defining roles and responsibilities, raising job requisitions, candidate sourcing, screening, interviewing, decision-making, and hiring. End-to-end recruitment refers to the entire recruitment process, from the very beginning to the very end.

What Are the Features to Look For in a Recruitment Management System?

A Recruitment Management System, often known as an RMS, is a piece of software that helps an organization automate its hiring procedure. The recruitment management software makes it possible to publish job posts, share them on a variety of websites that offer available jobs, create a shortlist of prospects, and arrange interviews all from a single location. Features of a good RMS to watch out for when selecting one;

  • The ability to automate repetitive tasks
  • An intuitive and user-friendly UI
  • Value-based pricing (preferably starting with a free plan)
  • Intelligent reporting
  • Seamless software integrations
  • A support team that gets you

Recruitment Management System Open Source

The advantage of open-source recruitment software is that it is free to use and that any user can study and modify the source code.

Recruitment software is designed to organize and track the entire hiring process within an organization for placement companies, staffing agencies, recruiting firms, and HR departments.

Posting jobs, handling applications, managing resumes, and candidate profiles and tracking hiring status are all features of recruitment software.

The major factors to consider when selecting the best recruitment software for your job are as follows:

  • Management of Recruiters and Candidates
  • Job Advertisement
  • Management of Resumes
  • Applicant Tracking Software
  • Admin Console
  • Analytics and Reports

Here are the best open source recruitment management system resources below;

#1. Odoo

Odoo is a CRM, website, e-commerce, billing, accounting, manufacturing, warehouse, project management, recruitment, and inventory all-in-one business software. The Community edition is the open source version, whereas the Enterprise edition adds proprietary features and services to the Community edition. You can easily set up your job board, promote your job listings, and keep track of all applications received. Follow up with each applicant and create a database of skills and profiles complete with indexed documents.

#2. OrangeHRM

OrangeHRM is the world’s most popular open-source human resource management (HRM) software.

Its open-source recruitment management system is free and open-source HR software with a plethora of modules to meet the needs of your company. This popular HR management system is feature-rich, and intuitive, and provides an essential HR management platform, as well as free documentation and access to a large user community. OrangeHRM HR Software can help you streamline the entire hiring process.


OpenCATS is a full-featured, web-based applicant tracking system that is free and open source. It enables you to manage the entire recruitment life cycle, from business development to placement. It manages a wide range of data, including candidate information, qualifications, resumes, and contact history. Details on job orders, associated contacts, and the candidate pipeline It was created by the recruiting community for recruiters who want to manage the entire recruitment process, from job posting to candidate application.

#4. Recruity

Recruiting is an open-source recruitment management system software application that is widely used. It is a collaboration between the software company Intermesh and the recruitment firm Search & Co Group. Both are from the Netherlands. The product combines Intermesh’s cutting-edge CRM software with the recruitment agency’s experience. 

What Is the Objective of the Recruitment Management System?

Employers are able to trace every stage of the hiring process through the use of recruitment management systems, beginning with the first advertisement and continuing all the way through employee onboarding. If all of the people who are searching for jobs are organized on a single platform, then it will be much simpler to hunt down and sort through all of them.

What Is the Difference Between ATS and RMS?

In most cases, the requirements of a small firm may be met with the help of an ATS; but, the comprehensive services provided by an RMS mean that it typically has more to offer to medium and big organizations. Several functions associated with recruiting can be automated by using an RMS, including advertising job listings. Making arrangements for interviews.

What Kinds of Businesses Ought to Employ RMS?

Small businesses frequently switch to an ATS from extremely manual operations that depend on email and spreadsheets. They could desire to develop their recruiting and make use of the additional features provided by an RMS as the organization expands and the hiring process evolves.

However, because the expenses of the software and implementation are frequently higher than with an ATS, an RMS is frequently best suited to midsize and large enterprises. Implementing sophisticated features like chatbots and resume parsing could incur extra costs. Additionally, the hiring team must exert additional effort to handle the added capabilities, which may be challenging for a small recruitment team.

The sheer number of resumes received is another factor that makes large firms the ideal fit for an RMS. The demand for automated systems and streamlined procedures increases along with the number of applicants.

What Are the Main Sources of Recruitment?

Here are the top recruitment sources your company should use on a regular basis to find the best talent available.

  • Job posting sites.
  • Website of the company.
  • Social Media.
  • Referrals. 
  • Direct Communication…
  • Temp-to-Hire positions.
  • Career Days.
  • Agency.

What Are the 7 Stages of Recruitment?

They are;

  • Step 1: Determine the hiring requirements.
  • Step two is to create job descriptions.
  • Step 3: Create a recruitment strategy.
  • Step 4: Screen and narrow down candidates.
  • Step 5: The Interviewing Process
  • Step 6: Make a proposal.
  • Employee Onboarding is the seventh step.

What Is the Purpose of the Recruitment System?

The goal of recruitment is to create a large pool of qualified candidates from which to select the best candidate for the job. This strategy attracts large numbers of people and motivates them to apply for open positions within an organization.

What Are the Types of Recruitment?

They are;

  • Internal Recruitment: This is the recruitment that occurs within a company or organization. An organization’s internal sources of recruitment are readily available.
  • External Recruitment: External recruitment sources must be sought from outside the organization.

How Do Recruitment Management Systems Work?

The distinction between RMSs and ATSs has blurred, but an RMS typically supplements the functions of an ATS. Whereas an ATS excels at posting requisitions, tracking candidates, and automating the employment offer process, an RMS goes a step further by assisting HR with candidate engagement, automating additional manual tasks, and improving candidate matching with open requisitions.

In addition to posting open job requisitions, the RMS will make it easier to post requisitions across multiple job boards and on social media.

What Should the Goal of an Efficient Recruitment System Be?

A recruitment system’s main goal is to automate the entire recruitment process by tracking and organizing candidates in a database. Collaborate with your teammates.

What Is the Distinction Between Human Resources and a Recruiter?

Recruiters assess a potential candidate’s qualifications, while HR assigns them to a role. The recruiter receives job vacancy information from the Human Resources department and designs the recruitment and interview process for prospective candidates.


As organizations grow, their standards too have to grow. Having a recruiting management system helps the organization to have better employees that will make the company grow. This article teaches about the “recruiting management system.”


What is ATS and CRM in recruitment?

CRM is a powerful segmentation tool that fosters talent and provides an engaging experience for both passive and active job seekers. Recruiters and hiring managers use the ATS as an application warehouse, workflow automation, and compliance tool.

What is recruitment management system what are its features and benefits?

A recruitment management system could be cloud-based software that automates the hiring process, incorporates data analysis tools, and has customer relationship management elements.

What is HR recruitment cycle?

Preparing, sourcing, screening, selecting, hiring, and onboarding are the six primary stages of a complete cycle recruitment process.

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