HRMS › Hiring
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.
In HRMS → Hiring · 25 screens
WorkspaceRecruiting DashboardThe 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.OpenWorkspaceOnboarding DashboardHow 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.OpenWorkspaceOffboarding DashboardWho is leaving and who has left, and the offboarding tasks each department owes -- access, equipment, final pay -- with the overdue ones first.OpenWorkspaceEEO Applicant FlowSelection 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.OpenRecordsHiring RequisitionsA 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.OpenViewHiring ApprovalsEvery 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.OpenRecordsJob PostingsWhere 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.OpenRecordsCandidatesEverybody 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.OpenViewApplicationsEvery 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.OpenRecordsInterviewsWho 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.OpenViewInterview PanelsEvery 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.OpenViewCandidate RankingEverybody 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.OpenRecordsOffersOffers out to candidates, and where each one is in its approval and response cycle.OpenViewJoining & LeavingEvery 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.OpenRecordsOnboarding ChecklistsWhat 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.OpenRecordsPipeline StagesThe 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.OpenRecordsHiring Approval RulesWhich 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.OpenRecordsInterview ScorecardsWhat 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.OpenRecordsCandidate MessagesWhat 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.OpenViewMessages to CandidatesEvery message written to a candidate -- by itself or by hand, sent, held, opted out or failed -- and why.OpenRecordsOffer Letter TemplatesThe 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.OpenRecordsTask DepartmentsWhich 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.OpenRecordsRecruiting SettingsWhether 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.OpenRecordsCareers SiteThe company's public careers site: its live postings on the careers-site channel, each with an apply form that works without signing in. Closed until you open it; at an unguessable address until you choose a public one. Internal postings are never shown there (employees see them under Internal Jobs).OpenReportCalendar InvitationsInvitations sent from interviews, performance reviews and check-ins: who was invited to what, when, and how often it was sent. Sending again after a change updates the same calendar entry; cancelling removes it from every calendar.Open
Columns, fields and actions
| Screen | Kind | What it is | Columns | Fields | Actions |
|---|---|---|---|---|---|
| Recruiting Dashboard | Workspace | 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. | 0 | 0 | 0 |
| Onboarding Dashboard | Workspace | 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. | 0 | 0 | 0 |
| Offboarding Dashboard | Workspace | Who is leaving and who has left, and the offboarding tasks each department owes -- access, equipment, final pay -- with the overdue ones first. | 0 | 0 | 0 |
| EEO Applicant Flow | Workspace | 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. | 0 | 0 | 0 |
| Hiring Requisitions | List | 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 | 18 | 6 |
| Hiring Approvals | Read-only list | 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. | 18 | 0 | 2 |
| Job Postings | List | 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. | 11 | 10 | 2 |
| Candidates | List | 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. | 15 | 16 | 4 |
| Applications | Read-only list | 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. | 16 | 0 | 4 |
| Interviews | List | 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. | 15 | 9 | 6 |
| Interview Panels | Read-only list | 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. | 13 | 0 | 1 |
| Candidate Ranking | Read-only list | 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 | 0 | 2 |
| Offers | List | Offers out to candidates, and where each one is in its approval and response cycle. | 12 | 0 | 5 |
| Joining & Leaving | Read-only list | 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. | 12 | 0 | 0 |
| Onboarding Checklists | List | 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. | 7 | 7 | 0 |
| Pipeline Stages | List | 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. | 9 | 9 | 0 |
| Hiring Approval Rules | List | 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. | 9 | 9 | 0 |
| Interview Scorecards | List | 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. | 11 | 11 | 0 |
| Candidate Messages | List | 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. | 8 | 10 | 0 |
| Messages to Candidates | Read-only list | Every message written to a candidate -- by itself or by hand, sent, held, opted out or failed -- and why. | 12 | 0 | 0 |
| Offer Letter Templates | List | 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. | 6 | 9 | 0 |
| Task Departments | List | 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. | 5 | 5 | 0 |
| Recruiting Settings | List | 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. | 4 | 0 | 0 |
| Careers Site | List | The company's public careers site: its live postings on the careers-site channel, each with an apply form that works without signing in. Closed until you open it; at an unguessable address until you choose a public one. Internal postings are never shown there (employees see them under Internal Jobs). | 7 | 0 | 3 |
| Calendar Invitations | Report | Invitations sent from interviews, performance reviews and check-ins: who was invited to what, when, and how often it was sent. Sending again after a change updates the same calendar entry; cancelling removes it from every calendar. | 10 | 0 | 2 |