Recruitment
MeraUdyog Recruitment is an applicant tracking system covering requisition-to-offer: job posting, a Kanban candidate pipeline, resume parsing, interview scorecards and offer letter generation. Wired into HRMS so a hired candidate becomes an employee without re-entry.
Why it matters
Recruitment agencies get a candidate pipeline and a client CRM in the same platform. In-house teams get a hiring funnel that hands off cleanly into onboarding and payroll setup.
Because Recruitment shares one data core with every other module, the work it produces is immediately usable everywhere else: scoped by branch, center and owner, visible in Analytics, and available to Workflow Automation as a trigger.
Everything in Recruitment, by sub-category.
Sourcing
Applicant tracking
Interview & selection
Recruitment analytics
What each capability does. And the problem it removes.
Features are only worth listing if the business problem behind them is named.
| Feature | What it does | Problem solved | Business benefit |
|---|---|---|---|
| Job Requisition | Formal request and approval to open a role | Hiring starts without budget or approval clarity | A controlled, approved hiring pipeline |
| Job Posting | Publishes openings to a careers page and job boards | Manual reposting across job sites | Wider, faster reach to candidates |
| Careers Page | Branded page listing open roles | No professional hiring presence | Stronger employer branding |
| Referral Capture | Captures employee-referred candidates | Referrals tracked informally, credit disputed | A trackable, rewarded referral pipeline |
| Kanban Applicant Pipeline | Visual, stage-based candidate tracking | Spreadsheet tracking is error-prone | A clear view of every candidate's status |
| Resume / Profile Parsing | Extracts structured data from resumes | Manual data entry from every resume | Skills auto-extracted from an uploaded CV |
| Duplicate Candidate Detection | Flags repeat applicants | The same candidate scored twice | A cleaner candidate database |
| Interview Scorecards | Structured evaluation forms per interview | Inconsistent, subjective interview feedback | Objective, comparable evaluations |
| Panel Feedback Collection | Aggregates multiple interviewers' input | Feedback scattered across emails and chats | All panellists' notes in one view |
| Offer Letter Generation | Creates offer letters from templates | Manual drafting is slow and inconsistent | Offers issued the same day as the decision |
| Time-to-Hire | Measures speed from requisition to joining | Slow hiring loses good candidates | Time-to-hire cut from 45 days to 20 |
| Source-Wise Hiring Analysis | Compares candidate quality by source | Unclear which job boards perform | Optimised recruiting spend |
Recruitment Team
Runs high-volume hiring, often for telecalling, field sales or deployed contract staff.
- Pain today
- Spreadsheet-based candidate tracking and slow, opaque hiring.
- What they want
- Faster, more organised hiring with defensible decisions.
- Features that deliver it
- Kanban Applicant Pipeline, Interview Scorecards, Resume Parsing, Time-to-Hire
- Business value
- Reduced time-to-hire and better hiring decisions.
Use cases
Three ways teams put Recruitment to work in week one.
Kanban-based applicant pipeline tracking
Candidates are dragged from Screening to Interview to Offer, with drop-off analysis showing exactly which stage loses people. Usually the gap after Interview Scheduled.
Panel feedback aggregation for hiring decisions
Three panellists score against the same five criteria, and the decision is made from one comparable view rather than three conflicting email threads.
New-hire-to-payroll setup automation
Marking a candidate Hired provisions their HRMS record and payroll profile automatically, so the first salary cycle is never delayed by manual setup.
Industries where Recruitment carries the most weight.
Recruitment FAQs
Yes. MeraUdyog Recruitment is a full ATS: requisition and approval, job posting to a branded careers page, resume parsing, a Kanban candidate pipeline, interview scheduling and scorecards, panel feedback aggregation, offer letter generation, and analytics on time-to-hire, source performance and recruiter output.
Yes. This is why staffing firms find it a natural fit. The Recruitment module runs the candidate pipeline while Sales CRM runs the client pipeline, both on one data core. Finance handles client billing, and Attendance can extend to deployed contract staff, which is what makes margin per placement visible.
Yes. Workflow Automation links the Recruitment “Hired” status to HRMS employee creation and payroll profile setup. That removes the manual re-entry step that normally delays a new joiner's first salary cycle.
Recruitment, step by step
From posting a role to scheduling interviews, collecting feedback and publishing a careers page.
Manage the candidate pipeline
Post job openings & collect applications
Schedule interviews & collect feedback
Create a careers page
Start with Recruitment. Add the rest when you are ready.
Same data core, no migration, no implementation partner. Most teams are live within days.
No credit card required · Live in days, not months · 10,000+ leads processed monthly