We’ve made some improvements to help your team conduct interviews. Now, instead of adding notes after you talk to a candidate, you can use the interview page while you talk to candidates because it has everything you need to run a great interview on one page:

Completed interview feedback can be found where it was before, under the notes tab on candidate records:

Notes in JobScore have been streamlined to only be used to discuss candidates with your coworkers, not to enter interview feedback.

We added a few more things to make the switch to interviews smooth:

• Interview Templates make it easy to prompt your team to ask the right questions and rate candidates. All Note Templates with custom ratings in your account have been transformed into Interview Templates.
• Any interviews you had scheduled with assigned Note Templates will “just work” with the new Interview Templates.
• Now when you schedule tasks you assign Interview Templates instead of Note Templates.
• Interview feedback is shared with your team using the same settings, nothing has changed.

We made sure to preserve one of your favorite features… After you complete an interview you can easily change the candidate’s stage, schedule another task and/or email the candidate without leaving the page:

Finally, we’ve made interviews easy to find – there’s a button to start interviews at the top of the candidate page and an option in the 3 dots action menu:

At the end of the day, the change for your team is simple: when it’s time to interview a candidate ask them to click “Start Interview” instead of “Add Note” and everything will just work.

Happy Hiring!

The post Interviews & Interview Templates appeared first on JobScore.

JobScore customers can now activate the LinkedIn Recruiter System Connect integration.

This powerful integration synchronizes data between JobScore and LinkedIn Recruiter. It is available to all customers on the JobScore Enterprise plan that also have corporate LinkedIn Recruiter contracts (sorry, the integration doesn’t work with Recruiter Lite).

Here’s a quick video summarizing the benefits of the integration:

We’ve also written a long-form helpcenter article that explains the integration and it’s benefits. What are you waiting for? Follow the installation instructions today and give it a whirl.

The post LinkedIn Recruiter System Connect (RSC) Integration appeared first on JobScore.

The post Mobile Hiring Manager appeared first on JobScore.

We’ve completed some work so that JobScore loads faster on every page. We also sped up some of our slowest pages for our largest customers.

If a page still feels slow to load, please email support@jobscore.com and include the URL of the page so we can investigate.

Happy Hiring!

The post Faster Performance Improvements appeared first on JobScore.

Candidate questions and job fields can now be made confidential. When a user is restricted from seeing a confidential field, a lock icon is shown instead of the value:

Starting today all candidate and job compensation fields are confidential. Here’s who can see what:

Access Levels and Confidential Fields

• Users with the OWNER and ADMIN access levels can see every confidential field, all the time.
• Users with the EXTENDED, STANDARD and LIMITED access levels cannot see confidential fields by default (see below)
• The idea is that OWNERs and ADMINs are recruiters and hr folks that can see everything confidential, while others can’t.

Confidential Access per Job

• Users with the EXTENDED and STANDARD access level may be granted confidential access for specific jobs.
• When granted confidential access for a job, the user will be able to see both the confidential data for the specific job and all candidates under consideration for said job.
• Per job confidential access was built for users with STANDARD or EXTENDED access to see all of the information for their own jobs, but not everyjob in the system. This way hiring managers can see compensation data for their own candidates, but not other candidates.

Here’s how you can control confidential access per job in the job details area:

To make things easier, you can edit the list of confidential jobs for users with the STANDARD and EXTENDED access levels from their user page:

Want to make some things confidential right now? Edit your candidate questions or job fields and check the confidential box.

The post Confidential Fields appeared first on JobScore.

Starting today you can remove the need for job seekers to register when they apply for a job.  Turning off registration has it’s pros and cons:

• The awesome: You can customize your job application form to ask for just a name, email and source.  This means people can apply for a job in seconds.
• The less good:  Turning off registration also turns off duplicate detection.  This means that people will be able to apply for the same job more than once.  This can cause some confusion for your team and means you’ll need to merge candidates more frequently.
• The really not-so-good:  Turning off registration means people will likely have to do more data entry to apply.  Turning off registration also turns off the “import step” that extracts information from candidate’s resumes / LinkedIn profiles OR allows them to re-use a saved profile to pre-populate the job application form.  For this reason, we recommend only turning off registration if you’ve already customized your job application to be incredibly short.

Turning off registration usually makes sense for jobs where you get very few applicants and you want to make it as easy as possible for candidates to express interest.

This control is shown at the top of the job application form customization area for each job, here:

The post Careers Site 2.0 – More Improvements in Customisable Job Application appeared first on JobScore.

You can now customize the information you request from candidates for each job in your account, the general talent network application and on the new job template.  To customize the application for a specific job just click on it and scroll to the bottom of the page (after the job description)

Starting today you can make the resume and cover letter attributes required, optional, or completely remove them.

In the coming weeks we’ll add the ability to control the following additional attributes:

• Contact Information (Phone, Email, Address) 
• Profile links (LinkedIn, Facebook, Github, etc.)
• Employment & Education
• Whether the job seeker needs to register / create a password

When we’re done you’ll be able to streamline your application to require as few as four fields: first name, last name, email and source.

If there are other ways you’d like to customize your job application forms, please let us know in the JobScore Ideas Forum

The post Careers Site 2.0 – Customisable Job Applications appeared first on JobScore.

We’ve made it easy to filter the Job Manager to only show jobs where a specific user is on the hiring team.  This makes it easy to drill into specific views like:

• All my Open jobs
• All of Mark’s jobs
• Mary’s jobs in the Marketing department in Houston, TX.

We’ve also added a filter to the Candidate Manager > By Job to only choose the jobs where you are on the hiring team:

When the filter is applied, we display “My Jobs” insteaad of a list of the job titles. This makes the filter area smaller when you click into candidate manager lists from the homepage.

The post New Filters on the Job Manager & Candidate Manager appeared first on JobScore.

Recruiters often define wining as closing candidates.

For many, however, closing remains mysterious art… something you get better at through trial & error while managing the hiring process for 100s of people over many years.

Boris Epstein (@bozonit) knew there had to be a better way.  Boris co-founded BINC – a fast growing project based recruitment firm that takes on chunks of hard to fill jobs. He knew that too for his business to grow he needed to not just make closing candidates predictable – he needed to be able to train newbie recruiters to consistently deliver candidates.

 In the video below Boris shares his elegant, innovative and simple solution… how by asking just two simple questions you can add transparency, predictability, and scale to recruiting… check it out:

Dig it? Subscribe to the JobScore blog by email or RSS for more ideas from HireCamp on how to improve your recruiting game.

The post The Science of Closing Candidates appeared first on JobScore.

Since, well, they bought HotJobs in 2002, there’s been a job search link of some sort on Yahoo!‘s main navigation. Since 2010, that link went to HotJobs’ acquirer, Monster.com.

Enter new CEO Marissa Mayer and the link goes buh-bye thanks to a redesign. Here’s a screenshot:

Go there today and you’ll see a pretty prominent link to “Jobs” with the Monster “m” icon featured on the left. In Mayer’s reshaping of Yahoo!, job search apparently doesn’t make the cut of VIP services. 

The caveat, perhaps, is asking, “Does job search have greater prominence in whatever enhancements Yahoo! may be making to search?”

If that’s the case, and they pull a Google Base, Part 2, where job-related searches feature a separate search box for Yahoo!-specific content, then it could actually be good for Monster.

If Monster stays hidden and doesn’t get more love in a search overhaul, that’s really, really bad. Yahoo! still gets mad traffic and taking jobs off as a main navigation is going to tank traffic big-time.

Monster is able to charge a premium for their services in large part to partnerships like Yahoo! Looks like the love affair is in jeopardy. Can you say, Discount? 

The post Monster Getting Fired from Yahoo! Redesign? appeared first on JobScore.