Why you need a recruitment CRM

7 of March, 2025

What do you use for staff recruitment, an ATS or a CRM? Most Human Resources teams have an applicant tracking system (ATS), but it does not answer the real needs of the organization. As the name suggests, the ATS allows us to keep track of the candidate… and that’s it. However, a recruitment CRM helps attract and manage talent in our company.

Behind the acronym CRM lies Candidate Relationship Management, tools that go a step beyond what ATSs offer us. They expand the capabilities of employers when tracking the candidate, and solutions like Sesame HR have become the best ally of any HR team.

5 reasons to invest in a recruitment CRM

Those who have a CRM in their selection and recruitment processes speak of a greater return on investment and successful hiring. But this is not the only reason to opt for these systems in our company. Let’s discover how a CRM will help you in a critical process such as the selection of workers.

Boosts candidate recruitment

We all know that the labor market is going through tough times. It’s difficult to find the right candidate in a context of economic crisis and scarcity of available talent. For these very reasons, it’s especially important to get personnel recruitment right. Precisely, what CRMs do is provide better candidate tracking, while allowing a high volume of candidates in a process.

Thanks to process automation, segmentation, and matching capabilities, CRMs make it easier to find the right candidate. A database can be created, where we can track the candidate and analyze who fits best for a vacancy or notify former applicants that we have a vacancy. Thus, it’s easier to find the candidate who best fits that job position.

Build better employer branding

The worker’s experience begins in the selection process itself. In this regard, a CRM allows us to enhance the candidate’s experience, both for the future employee and for the one who has been discarded. The result, we boost the employer branding. CRMs allow us to reach passive candidates, while retaining existing aspirants.

CRMs allow us, through communication, to be able to build a scalable relationship with candidates. We also have a larger volume of candidates, which logically opens the door to more effective hiring. We gain reputation as employers, something that can only be beneficial to our interests.

The king in content management

If we really want to strengthen this relationship with candidates, we need to work well on the content we offer them. In this sense, CRMs offer marketing solutions that you won’t find in an ATS. The segmentation capability we’ve seen is one of the most evident. You can communicate directly with the candidates that interest you, not with everyone.

For example, if we have low qualification vacancies, it is not necessary to send an email with that vacancy to manager applicants. You can even enhance communication with existing workers. Take into account that more than a job, candidates are looking for a place to develop their careers. A place that you can present to them thanks to CRM.

References matter (and a lot)

Beyond internal promotion and lateral transfer, we can resort to our employees’ references when looking for new employees. They are one of the best sources of recruiting there is, as they know both the needs of the company and what their referees can bring. It is estimated that the response rate increases by 46% when the candidate knows a worker in the company.

With CRM, you can match the references you have with open vacancies. As with other candidates, we can track references and give more visibility to these candidates. It can be the first step before selecting the ideal candidate, with a significantly lower cost than other ways to find the best talent.

Improves onboarding experience

Recruiting does not end with the selection of the candidate who will fill a vacancy, but it should end with their incorporation and adaptation to the position. Here, a good digital onboarding is essential to facilitate the arrival of the new worker. Providing them from the first moment, even before they start working, together with personalized attention will considerably facilitate this adaptation.

If you still don’t have a CRM, you already know all that it can bring us. As you can see, these types of programs not only perform the functions of the ATSs but also take the experience of the recruiter and the candidate to the next level. We provide a more agile tool to the HR team, while job seekers also see the selection process improve.

Automation allows us to eliminate manual tasks without any value for the selection process that used to be a waste of time, resources, and efforts. We can now dedicate these forces to strengthen relationships with candidates, while gaining a greater ability to analyze applicants to achieve our goal: a successful hire.

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

Latest posts by Cristina Martin

• Workforce attendance control: how to digitize the workday log
• What is work schedule control and how does it apply to workers?
• Clocking in with geolocation at work, is it legal?
• Time management in a company with over 50 employees: how to do it?
• 3 ways to track employees’ work hours from HR