Recruitment · Human Resources
Written once, with its openings, its stages, its hiring manager and its scorecard, and live on the careers page the moment it is open. Posting it to job boards from the same record ⟨to confirm⟩.
Written once, with its openings, its stages, its hiring manager and its scorecard, and live on the careers page the moment it is open. Posting it to job boards from the same record ⟨to confirm⟩.
Seven applications came in overnight. For each one, the assistant reads the CV against the job's criteria: the qualification, the years on site, the licence, the languages, each with the line of the CV it found it in, and drafts the reply that follows from the reading: an invitation to pick a slot, or a decline in your words. The recruiter reads the reasons, changes one line, and sends. Nothing leaves the workspace until she does.
What the stages are, who scores, what the offer says and what the hire becomes are yours to set.
Every application is a card at a stage, with its source, its score and its next activity on it. Drag it, or let a rule move it when the interview is held, and read the whole job at a glance: who is waiting on you, and who is waiting on a colleague.
Every open job on a page with your name on it, and a form that creates the application, CV attached, on the right job.
The criteria come from the job. Each interviewer scores them and writes one line; the hiring manager reads them side by side before the offer.
Generated from the application with the role, the salary and the start date read from the record, on your template, sent for signature from it.
An application referred by a colleague carries the referrer, and the bonus follows the hire through the trial period to the payslip.
The pipeline, one board per job
Every application is a card at a stage, with its source, its score and its next activity on it. Drag it, or let a rule move it when the interview is held, and read the whole job at a glance: who is waiting on you, and who is waiting on a colleague.
What adapts: whose job it is (a client's mandate or your own opening), what the stages are, who scores and who reads the scores, what the offer is, and what the hire becomes. A recruitment agency and an electrical contractor run Recruitment and disagree on every one of those.
The job is a mandate for Delaunay Group with a fee on it. The pipeline has a client shortlist stage, the client reads the shortlist in a view shared with them, and the client interviews before the agency makes the offer. Two documents are signed, the offer letter and the placement contract, and the hire closes the mandate and puts the fee on the next invoice.
The job is its own, with two openings, and the licence is a knockout question on the careers form. The interview is a half day on site on the foreman's planning, the scorecard is his, the offer is the employment contract signed by both sides, and the hire is an employee file Planning puts on a site the following Monday.
Karim's email arrives with his CV attached. From the thread, one click makes it an application on the Electrical technician job: name, phone, city and the CV read from the message and the attachment, the thread linked to the candidate. Every reply he gets and every reply he sends is on the candidate from then on, so nobody asks a colleague to forward anything, and the candidate's history is the thread.
The Electrical technician job: five stages, the cards at each, who is scoring, who is waiting on an activity, and the two the assistant read this morning.
What the stages are, who scores, what the offer says and what the hire becomes are yours to set.
See Employees.
The employee file. The signed offer creates the employee: role, manager, start date and contract already on the file, the CV and the offer attached.See Referrals.
The referral bonus. The colleague who referred the candidate is on the application, and the bonus follows the hire through the trial period to the payslip.See Sign.
The signature. The offer letter goes out for signature from the application, and the signature comes back as the hire confirmed.See Appointments.
The interview slot. The candidate books on the interviewer's real availability, and the booking is the interview on the application.An email with a CV becomes an application
The CV read against the job
The interview on the interviewer's planning
The offer signed from the record
The hire becomes the employee file
The referral bonus reaches payroll
Time to live
| What you need | A spreadsheet | An applicant tracking tool | A suite module | Enobase |
|---|---|---|---|---|
| An email with a CV becomes an application | Copied | Forwarded to an address | Sometimes | Yes, from the thread, the CV attached |
| The CV read against the job | No | Yes, on credits | Sometimes | Yes, with the line it found it in |
| The interview on the interviewer's planning | No | On a calendar | On a calendar | Yes, beside her site visits and leave |
| The offer signed from the record | No | Through a signature tool | Yes | Yes, and the hire confirmed by the signature |
| The hire becomes the employee file | Re-typed | Exported to an HR tool | Yes, in their HR module | Yes, the same record |
| The referral bonus reaches payroll | No | No | Rarely | Yes, after the trial period |
| Time to live | A day | Weeks | Months | One week |
Yes. On its own it is the job, the careers page, the pipeline and the scorecard. Turn Sign on and the offer is signed from the application. Turn Employees on and the signed offer creates the employee file with the role, the manager, the start date and the contract read from the offer, the CV and the letter attached, and the application kept on the file as its source.
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