Configurable hiring workflow

Configurable hiring workflow can be used to automate the hiring process. Organizations that implement configurable hiring workflow can configure one or more workflows that leverage the processes and actions that best suit the organization's specific hiring process instead of being limited by the hard-coded, standard workflow that comes with the classic version of the application. With configurable hiring workflow, administrators can create and implement every aspect the hiring workflows that reflect the needs of their organizations.

Configurable hiring workflow automates the hiring process, making it more efficient and with fewer chances of errors, and reducing the workload of recruiters. As applicants are moved through the hiring process, data is collected, communications are triggered, and actions are launched, keeping the recruiter, hiring leader, and candidates informed, synchronized, organized and connected.

With configurable hiring workflow, businesses can create and implement workflows that are tailored for specific audiences based on any factor that distinguishes a segment of the candidate pool. For example, an organization can configure a single workflow that applies to all candidates, or it can configure multiple workflows, each for a specific group such as executives, hourly workers, physician recruitment groups, or candidates for a separate employer or brand.

These are some of the capabilities of configurable hiring workflow:
  • Administrators can configure disposition reasons that are used throughout the workflow.
  • Administrators can apply multiple disposition reasons to a candidate.
  • Administrators can change the descriptions and set availability for system-delivered actions.
  • Administrators can create actions.
  • Administrators can build forms, such as offer letters, consent forms, and references.
  • Administrators can create communication triggers and data collection field prompts on an unlimited basis and in any step of a workflow.
  • Administrators can determine where in the workflow process a candidate is initially placed. For example, if a candidate has been screened out online and if a recruiter wants to immediately disqualify the candidate.
  • Administrators can define the actions that are available at each step.
  • Administrators can specify that an action be performed when a candidate begins a step or completes a step.
  • Administrators can specify the workflow step into which a candidate is placed when a recruiter performs an undo hire action.
  • Administrators can configure system-delivered alerts.
  • Recruiters can view and interact with workflows and steps from the Requisition Dashboard.