Recruiting & Onboarding

A request for a post, who signed for it, where it was advertised, everybody who applied, who was seen, who was appointed — and what has to be ready for their first day.

15 steps · 10 questions · 23 screens on this shelf

The screens on this shelf

Workspace Recruiting Dashboard The funnel by stage and its conversion, time to fill and time to hire, which sources produce hires, offer acceptance, and whether every hire went through the required steps. 11 stepsOpen Workspace Onboarding Dashboard How many accepted offers turned into people who started, every joiner's checklist and how far it has got, and the tasks overdue by who owns them. 11 stepsOpen Workspace Offboarding Dashboard Who is leaving and who has left, and the offboarding tasks each department owes -- access, equipment, final pay -- with the overdue ones first. 11 stepsOpen Workspace EEO Applicant Flow Selection rates by race and ethnicity, sex, veteran and disability status from applicants' voluntary self-identification, with the four-fifths comparison. Counts only; small groups are suppressed. 11 stepsOpen Records Hiring Requisitions A request for a post: what it is, which grade, where, what it costs for a year, and why it is needed. Send it for signature and it collects the approvals its value calls for; only an approved vacancy can be advertised. 16 stepsOpen View Hiring Approvals Every signature a vacancy is waiting for, in the order they are collected. The level being waited on is the one whose earlier levels have all signed — nothing below it can be decided first. 15 stepsOpen Records Job Postings Where a vacancy was advertised, and for how long. One vacancy can be advertised on several channels at once — the staff portal and a newspaper are two postings against one request. Attach the published advertisement to the posting and it stays with the record of the appointment. 14 stepsOpen Records Candidates Everybody who has been in front of this company for a post, whether they applied or were found. Somebody already employed here is marked internal, which is what makes an internal move visible as one. 13 stepsOpen View Applications Every application received against a vacancy, and what stage it has reached. This is the screen that answers "how many applied, how many were shortlisted, how many were interviewed, and who was selected" — counted from the record rather than from a spreadsheet somebody keeps. 14 stepsOpen Records Interviews Who is being seen, by whom, when, and what came of it. A round with no feedback is a meeting nobody can act on, which is why the outcome sits on the row. 14 stepsOpen View Interview Panels Every seat on every interview panel: who sits, as what, what they recommended and what they gave out of 100. A panelist marks their own row with Score. 14 stepsOpen View Candidate Ranking Everybody who applied for a vacancy, in the order the interview panels put them. Candidates on the same score share a rank. Selecting anyone ranked below a candidate still in the running is allowed — with the reason kept on the record. 14 stepsOpen Records Offers Offers out to candidates, and where each one is in its approval and response cycle. 15 stepsOpen View Joining & Leaving Every checklist actually running: whose it is, what is done, what is overdue. A new joiner's access, card and desk are on one of these, and so is what a leaver still has to hand back. 13 stepsOpen Records Onboarding Checklists What has to happen before somebody can start, and what has to happen when they leave. A sign-in to raise, an identity card to print, a desk to allocate, assets to hand back — held as a template so nobody is relying on remembering it. 13 stepsOpen Records Pipeline Stages The stages an application passes through, and which of them mean shortlisted, interviewed, offered and hired. Counting a funnel is only possible because these are records rather than words in a column. 12 stepsOpen Records Hiring Approval Rules Which vacancies need signing for, and by whom. The people are named on the rule's Approval Levels, which is the same screen a purchase order uses — one delegation of authority, written once. 14 stepsOpen Records Interview Scorecards What a panel marks a candidate on, how much each criterion counts, and how the panel’s view becomes a recommendation — set before anybody is interviewed. One for a vacancy, one for a job, or the company’s default. 13 stepsOpen Records Candidate Messages What a candidate is told when their application arrives, reaches a stage, is invited to interview, is not taken further or is made an offer. Switch a message on to send it by itself. 13 stepsOpen View Messages to Candidates Every message written to a candidate -- by itself or by hand, sent, held, opted out or failed -- and why. 13 stepsOpen Records Offer Letter Templates The letter an offer is sent with. Send writes it from the default template, files it as a PDF on the offer and sends it for the candidate's electronic signature. 12 stepsOpen Records Task Departments Which department does the onboarding and offboarding tasks of each owner role, and who answers for them. The offboarding dashboard counts each department's tasks, overdue ones first. 12 stepsOpen Records Recruiting Settings Whether offers go out for electronic signature and who countersigns them, how long an applicant's self-identification link works, and the smallest group the EEO report will show. 11 stepsOpen

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