The following elements are available in the view:

• New candidate button to add new candidate
• filters
• a list of added candidates

The list of added candidates includes:

• candidate ID number – automatically assigned by the system
• avatar, name and current position of the candidate
• rating (average score)
• main skills
• assigned to
• contact details: phone number and email address
• status

2. Adding a candidate

To add a new candidate, select the New candidate button.

Fill in:

• first name and last name
• upload an avatar
• status
• rating

The default consists of the initials of the record and rating.

Contact details:

• Email,
• Phone number,
• Skype,
• Localizations,
• Linkedin and other links to social website.

General:

• Upload files,
• Source,
• Applied position,
• Add date,
• Assignment to user/s,
• Block candidate,
• Assignment to HR project.

Qualifications:

• Main skills (max 3)
• Skills
• Experience
• Foreign languages

Employment history:

• Current position
• Position description
• Current company
• Previous companies
• Previous posts

History of education:

• Education
• Schools
• Courses
• Certifications

Candidate’s expectations:

• Salary expectations
• Type of contract
• Date of available
• Opinion on remote work
• Opinion about business trips
• Special requirements
• Description

Rating of the candidate

The candidate can be rated in terms of general, soft and technical skills. Types of rating can be configured in the “dictionary” configuration. In the candidate list, the average rate is displayed by star rating.

Example 1.

Example 2.

3. Candidates portfolio/ CV/ files

You can attach various attachments to each candidate.To do so, go to the CV/Portfolio tab on the candidate’s details.

Adding an attachment

To add an attachment, select + New file or also + Add resume.

After selecting one of the above options, a window will open to select the source of the file:

• My Device,
• Dropbox,
• Google Drive,
• Link,
• OneDrive.

Files list

The names of the added files are displayed in the list. From here you can download and delete files.

4. Linking to a recruitment

The candidates can be linked to a specific recruitment list from the level of:

• their details, in the recruitment list tab
• HR profile details under the candidate tab

To create the link from the candidate’s details, use Assign to HR project button. Select the name of the profile from the list and confirm.

The list of related recruitments will display the following information:

• • HR profile name,
    • HR project name,
    • reference number,
    • position,
    • client,
    • date of application – by default, the field is completed with the date on which the candidate with the profile took place. This can be changed by clicking on the edit icon next to the field,
    • recruitment stage – here you can define candidate’s status in specific recruitment,
    • delete button.

Example 2.

Similarly, you can assign a candidate to recruitment in the HR profile details, in the tab Candidates. Select the action, assign a candidate and choose a given record from the list. You can add several candidates at the same time. The table displays:

• • • candidate name,
    • source,
    • date of application,
    • status,
    • recruitment stage – here you can specify the status of the candidate in particular recruitment,
    • contact details: e-mail address and telephone number,
    • assessment,
    • unassign button.

5. Management of clauses

You can read about candidate management here

6. Blocking a candidate

You can block a candidate. To do it, activate the checkbox Block candidate.

As a result, no one can be assigned to the candidate. The option will be available only after the blocking has been undone (click on the checkbox). In the candidate’s details, you will see the message: Candidate is blocked by {username who used the blocking}.

7. Adding as a coworker

A candidate can be converted into a coworker. To do this, select  Add as a coworker button from the list of candidates.

A new coworker’s form will be displayed with the following fields:

• • • Avatar
    • First name and last name
    • Basic details:
      • status,
      • salary,
      • position,
      • position description,
      • hourly rate (in account’s primary currency) – only administrator and users with enabled to manage rates will see this field.
    • Tags:
      • main skills,
      • skills,
      • type of contract.
    • Contact details:
      • email addresses and phone numbers,
      • links to social media profiles
    • Attachments.

Details already completed at the candidate level will be copied. A new coworker can be added as an application user. To do this, check the checkbox save and add as a user and select the user’s role. The setting is available only for users with management rights.

After creating a coworker’s profile, an invitation to the system will be sent to the email address provided in the form.

8. Quick view of the candidate

There is no need to display full candidate’s profile to check the most important details on his entry. There is an option of quick view option on the candidates’ list. This functionality allows quick check of several candidates at one time.

To use the quick view click the magnifying glass icon next to the name of your chosen candidate.

The new window will appear on the screen with details as follows:
• avatar, name and surname,
• ID number,
• tags: position, source, experience, localization, type of contract, foreign languages, skills, education,
• contact details
• snippet from your last note,
• attachments

The quick view window allows you to switch easily into the full view of the candidate’s profile. To see more options click Show details button.

Recruitment efficiency – how to improve it?

It’s not as difficult as it seems! Follow these 4 easy steps to improve your recruitment efficiency:

1. Plan your recruitment process

Most hiring processes include basic steps like recruiting, interviewing, screening, hiring, onboarding employees, and so on. It’s easy to get lost. This is why you should carefully plan the process.

It’s good to plan each step of the recruiter’s work. List down all the activities related to the candidate search. Turn them into tasks and load the data into a project management tool. Keeping a time frame is fundamental.

A good system will not only help with meeting the deadline but also let you track the status of each task. With a set of recruitment tools available in ¿­·¢k8Æì½¢Ìü you can also create HR profiles. As a result, finding an ideal candidate will become as easy as pie: just define the position, experience, financial requirement, location, and skills. Then specify the deadline and let your team begin the search. Remember – you can also plan job offers straight from the tool.

Transferring the process to such a tool has another advantage: you can calculate the costs of your team’s activity and control the project budget. This will also help you optimize the process for future searches.

2. Keep it organized

Disordered documents are the biggest enemy of effective recruitment. That’s why you should collect documentation, assessments, GDPR privacy templates, job offers, and all data in one place.

You don’t have to do this on your own. This is where HR management tools come with a rescue. They allow you to store CV files, portfolios and even your employee evaluations or information about their skills and competencies. Also, the data recording each person’s stage of the recruitment process should be structured and available in just one glance.

3. Navigate your team in their daily duties to improve recruitment efficiency

Make sure there’s a clear distribution of responsibilities in your team. Each coworker should know how they contribute to the end goal. Again, this is where a good project management tool can help. Break down the whole recruitment process into tasks and then assign the tasks to team members. Always know who’s doing what. Add documentation to each stage by uploading it from internal and external sources.

If your day is filled with carrying out many tasks – often away from your computer – you can still have control over the whole process. How? By inspiring your team to share brief, but regular reports which help track and maintain their goals. These are called check-ins. You can read more about them in a section dedicated to team work.

4. Make collaborative hiring decisions in real-time

Collaborative recruitment is a team-based hiring method that structures your recruitment process to get colleagues from different parts of your business more involved.

Encourage your team to share their opinion about candidates. In fact, they will be the ones cooperating with the hired person on a daily basis. Diverse assessment, a high level of employee involvement, elimination of disappointment – these are only a few benefits of making collaborative hiring decisions. This kind of approach will also eliminate errors and save you more time.

Improve your hiring activities and elevate your recruitment efficiency process with ¿­·¢k8Æì½¢Ìü.

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