Please play around with quick filters & let us know what you think as we plan to add them to the job manager, task manager, and more…

The post Quick Filters appeared first on JobScore.

To make your hiring process streamlined and transparent your team needs to know which interview to conduct at each step. To make this easier, you can now insert interviews into the candidate stage menu:

Users with administrative privileges can assign interview templates to workflow stages like so:

This really helps when you frequently use different interview templates, because you won’t have to remember which template to use for each job – it’ll be right there in the menu.

The post Assign Interviews to Workflow Stages appeared first on JobScore.

Some organizations open up job opportunities exclusively to internal candidates, and others want to offer them to internal candidates first before opening them up to outsiders.

JobScore has included the “Internal” job status to account for this for some time, and we launched the ability for your firm to create an internal job board back in 2017.

Based on your feedback we added a new feature to make it easy to promote specific jobs to your employees, asking them to apply. Here’s how it works:

Navigate to the job where you want internal candidates, open the action menu and select the “Request Internal Candidates” option.

From the Request internal candidates page select which users you want to notify about the internal job opportunity and customize the message you’d like to include about the role.

These candidates will receive an email about the opportunity:

They can then click to apply through your internal job board and they will be tagged with the “internal” candidate source:

Happy Hiring!

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We know many of you are actively trying to improve your diversity hiring. We’ve been helping employers do this for some time:

• For over a decade, JobScore has allowed candidates to self-identify their race, ethnicity, veteran, and disability status to meet compliance requirements in the United States.
• Our OFCCP applicant log detail report includes how far these diverse candidates move through your hiring process.
• Last year we added a few paid posting options to help employers attract more diverse candidates, including market-leading sites like Diversityjobs.com and Circa.

But you’ve asked us to do more. Today we rolled out features to address 3 concerns that you brought to our attention:

1. You couldn’t ask private diversity questions for jobs outside of the USA
2. You couldn’t ask private diversity questions other than the standard EEO & OFCCP compliance questions in the USA
3. Modern diversity reports were too hard to create manually

Our new Diversity Questions are extremely similar to multiple-choice candidate questions with a few notable differences:

1. The first answer option for all diversity questions is “I don’t wish to answer”
2. When creating a diversity question, instead of showing an “other” option, the text “Prefer to self-describe as” is shown.



3. Like answers to compliance questions, answers to diversity cannot be seen by your team when they review candidates.



4. We’ve added diversity reports so you don’t have to Frankenstein other reports and exports to meet your diversity reporting needs.

The diversity by stage report shows how many self-identified candidates reach each stage in your hiring process. This makes it clear when diverse candidates are being declined so you can drill down to investigate what’s happening.

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Another diversity hiring best practice is to use disposition codes to track why candidates are declined. The diversity by disposition report exposes why self-identified candidates are declined, giving you insight into why your process eliminates diverse candidates to help identify opportunities to be more inclusive.

You can create as many diversity questions as you like then assign them to whichever jobs you want. We recommend creating diversity questions for specific geographies and then creating job templates with these questions to ensure you don’t forget to include them.

A good example of a diversity question would be to ask job applicants their ethnicity. In the USA options like “Native American,” “Hispanic,” and “African American” are appropriate alternatives, but these ethnic designations don’t make sense in other countries. It’s likely you’ll need multiple different ethnicity questions with unique options for jobs on different continents.

When you use interview templates with quantitative ratings assigned to specific workflow stages along with disposition codes, JobScore provides visibility into:

• Who is reviewing and interviewing candidates
• What they are being asked
• How they were rated and
• Why they were declined

When you fully utilize these features, if something looks odd in a diversity report, this detailed historical data can be analyzed to determine what to adjust to minimize bias in your hiring process.

Finally, if the reports identify a potential problem, our Zoom Interview Recording integration will allow you to listen to what happened in specific interviews and help coach up interviewers when needed.

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Achieving diversity goals is far from push-button simple, and recruiting technology is one small part of the equation. That said, JobScore is committed to helping you conduct diversity hiring initiatives, and we look forward to continuing to listen, partner, and innovate to help you achieve your goals.

Diversity questions and disposition codes are available on our SCALE and ENTERPRISE plans. To learn more or inquire about changing plans please contact us.

Happy Hiring!

The post Diversity Questions & Reporting appeared first on JobScore.

Recruiting a candidate can require a lot of documents: resumes, cover letters, written assessments, portfolios, offer letters and more.

JobScore includes the ability to add attachments in many places: job applications, notes, emails, and most recently tasks and calendar events.

With attachments in so many different places it was getting difficult to quickly find the file you need. So we made it easier to find and work with attachments.

All candidate attachments can now be found on the View Candidate > Docs page. We still have the sections for Resumes, Cover Letters and Offers, but we added a new attachments section at the bottom. Here’s what’s new:

 Here’s what’s new:

1. JobScore now counts how many total attachments there are for each candidate and exposes that number on the docs tab.
2. You can easily see where attachments are located (on emails, notes, or tasks)
3. Each attachment row shows whether the attachment is private, can be edited or can be deleted
4. You can add attachments directly from the Docs tab.

Attachments loaded from the docs tab are always public and accessible to everyone. If you need to make an attachment private, please add it to a candidate note and make the note private.

Happy Hiring!

The post See all candidate attachments in one place appeared first on JobScore.

When you schedule interviews sometimes you need to ensure that your teammate can access a file like a writing sample, a code sample, or a completed questionnaire.

Today we launched the ability to add attachments to tasks (which are used to schedule interviews through the Google and Microsoft calendar integrations). When you add a task now you can include up to 3 attachments:

If you turn on the calendar integration the attached files are accessible from published calendar events:

If there are files your team will always need when conducting interviews, we’ve also added attachment support to task templates – so they are pre-populated every time you schedule an interview in JobScore.

Happy hiring!

The post Add attachments to tasks & calendar events appeared first on JobScore.

Referrals are consistently the #1 source of top-performing employees. Our most recent update helps ensure employee referrals don’t slip through the cracks.

Busy recruiters and hiring managers usually don’t want to be interrupted all the time… but they do want to know about new referrals, so they can follow up and give them the red carpet treatment.

Now people can control when they are notified about new referrals:

Here are the details for each option:

• My job alerts: Sends notifications based on the candidate alert settings from your my jobs list.
• My job alerts + unassigned candidates: Sends notifications based on the candidate alert settings from your my jobs list AND for candidates added with no job assignment.
• All referrals for my jobs: Sends a notification for every referral for jobs on your my jobs list independent of your candidate alert settings (overrides my jobs settings)
• All referrals for my jobs + unassigned candidates: Sends a notification for every referral for jobs on your my jobs list (overrides my jobs settings) AND for candidates added with no job assignment.
• All referrals: Sends a notification for every referral added to your account independent of all other notification settings (overrides my jobs settings)

We’ve also updated everyone’s default referral notification settings as follows:

• Admins & Owners: All referrals for my jobs + unassigned candidates
• Extended users: All referrals for my jobs
• Standard & Limited: My Job Alerts (no change and cannot be edited)

If this is too noisy, you can change your referral alert setting here. If you don’t want any emails at all just select the “my job alerts” option and make sure you have immediate candidate alerts turned off for all of your jobs.

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We added the word “Referral” and the name of the referrer to all candidate notification alerts to make referrals easier to identify:

Happy Hiring!

The post Referral Notification Settings appeared first on JobScore.