How do I recruit online with recruiting software?

Quick answer

1. Post the job on channels (website, job boards) directly from an ATS (recruiting software).
2. Collect applications in one place and filter the CVs, optionally with AI help.
3. Schedule interviews and communicate with candidates from the same platform.
4. Evaluate and compare candidates on clear criteria, not on scattered impressions.
5. On hire, the candidate becomes a personnel file directly and enters onboarding, with no data re-entry.

Candidate data is personal data: collecting and keeping CVs falls under GDPR (Regulation 679/2016).
Require consent or a clear legal basis to keep rejected CVs, and set a retention period.
Selection criteria must be non-discriminatory (equal treatment), not based on prohibited criteria.
On hire, the contract must be submitted to REGES on time, and the personnel file is created under the Labour Code.

Example: a company posts a job on its website and two job boards in a single click from the ATS.
Example: AI-assisted filtering surfaces the suitable candidates from a wave of hundreds of CVs.
Example: interviews are scheduled with a calendar link, and communication with the candidate stays in the history.
Example: the accepted candidate moves automatically into onboarding and becomes a personnel file, with no data re-entry.

Manual recruiting over email and Excel, with no ATS, with lost CVs and uncontacted candidates.
Keeping CVs indefinitely, with no legal basis and no retention period (a GDPR risk).
Unclear or discriminatory selection criteria, which expose the company to disputes.
Recruiting software disconnected from onboarding, which forces data re-entry on hire.

4softhr includes a recruiting module (ATS) with job posting, CV collection and AI-assisted filtering.
Interview scheduling and candidate communication are kept in one place, with history.
On hire, the candidate moves automatically into onboarding and becomes a personnel file, with no data re-entry.
Preparing the contract submission to REGES and creating the file comply with RO legislation.
Integration with reviews, the org chart and time tracking closes the flow from candidate to active employee.