Candidate selection

In Classic mode, candidates are routed from one stage to the next by a recruiter. Most tasks involved in processing applications are performed outside the system. For example, the recruiter sends information to background check companies and updates the status of the candidate after they receive feedback. If assessment tests are required, the recruiter communicates with the candidate and assessment company outside the system. After assessment for a candidate is completed, the recruiter records the results on the application and updates their status.

The stages of the selection process can be performed in different orders and some stages can be skipped. For example, your organization may want the recruiter to perform background and credit checks before the hiring manager reviews applications. Another organization might want the hiring manager to select potential candidates and then have them screened by the recruiter. Yet another organization might want to screen only those candidates that will be offered a position. Some positions may not require any screening.

At any stage in the selection process, recruiters can send emails, and attach notes, documents, or expenses to the application. The selection process can include these stages:


Process	Description
New	All new applications that are not automatically screened out start with a status of New. The recruiter administrator can configure the system to send an automatic email informing the candidate that the application has been received. Note: Applications attached to a candidate by a recruiter start with a status of Screen.
Screen Out Online	If an application contains questions that are flagged as screen out questions and the response to the question is wrong, the candidate is automatically screened out. The recruiter administrator can configure the system to send an automatic email to screened out candidates informing them that they will not be considered for the job. The recruiter then moves the candidate to the Disposition status. For example, a job may require US citizenship. Any candidates who respond No to a question asking them if they are US citizens would be automatically screened out.
Screen	The recruiter is responsible for processing the screening tasks. These can include sending candidate information to a background check vendor if required for the position. It can also include verifying the basic information such as employment history. If the results of the screening are disqualifying, the candidate is moved to the Disposition status. Successful candidates are moved to the next process
Hiring Manager Review	After performing a preliminary screening of potential candidates, the recruiter sends a number of applications for the hiring manager to review. When the recruiter selects this stage, the application becomes available to the hiring manager. The recruiter may have Notes attached to the application. The system can also be configured to automatically generate a configurable email to be sent to the hiring manager. If not, the recruiter can still send an email manually to the hiring manager. While the application is in review, the hiring manager can disposition unsuitable applicants, select a few applications for interviews, schedule an interview or send an email to the recruiter to set up the interviews. The recruiter or hiring manager can record the results of the interviews. The hiring manager or recruiter can also move applicants to the Qualify process where more in-depth checking will be performed.
Qualify	The recruiter is responsible for verifying a candidate's qualifications. This can include requesting a candidate to take tests and coordinating this activity with the assessment vendor. It can also include verifying the degrees and certifications on the candidate's profile. The recruiter records the verification dates or successful test dates on the application. Note: Like Screen, the activities in this stage can be performed at various points in the application process. If the results of the qualifying activities are disqualifying, the recruiter or hiring manager can disposition the candidate. Successful candidates are moved to the next stage.
Offer	After a hiring manager selects a candidate, the recruiter moves the application to the offer stage. This stage includes the recruiter putting together a letter of offer and/or employment contract, having the documents approved by the key players, and submitting the offer to the candidate. If the candidate accepts, the recruiter changes the offer status to accepted and moves the candidate to the On Board stage. If the candidate refuses, the recruiter moves the candidate to Disposition. An offer can be withdrawn for various reasons. If this happens, the recruiter dispositions the candidate. Depending on the reason for the withdrawal, the recruiter may close the requisition. When an offer is accepted, Filled Openings on the requisition is incremented by one. If the number of Filled Openings gets incremented to match the number of initial openings for the requisition, then the status of the Requisition is changed to Filled.
On Board	If the organization uses the onboarding process, then after an offer is accepted, the recruiter moves the candidate to the On Board process. Transition Programs are automatically triggered based on the initiating action that is assigned to the Program. When the Program is initiated for a Candidate, Candidate tasks are assigned and are accessible on the Candidate Transition Tasks Landing Page. An email notifies the Candidate. Similarly, an Administrative tasks in the Program are assigned to Resources or Tasks Groups responsible for completing them. Resources responsible for the tasks access them on Employee > To Do. The On Board process can last through the resource's first performance assessment. After the process is started, the recruiter moves the candidate to the Hire process.
Hire	The recruiter can create hiring paperwork, hire an external candidate, rehire a former employee, and transfer or add a work assignment to an existing employee. The request is routed for approval. After final approval, external candidates become employees in the system; transferred resources are shown in their new positions or locations; new work assignments are shown on the resource's record.
Disposition	A candidate can be dispositioned at any stage until the candidate is hired. A candidate disposition requires a reason code. The recruiter administrator defines the disposition reason codes. Reasons could be Withdrawn by Candidate, Not Qualified, Screened out - Criminal, Screened Out - credit, Screened out - references, and so on.