Recruitment

Everything under Talent & Growth → Recruitment. It is the largest module in the system, but it is only large because it is thorough — the shape is simple:

Job Posting → Candidate → Interview → Offer → Onboarding

Everything else on this page exists to feed one of those five steps.

For hiring somebody start to finish, see Hiring Someone. This page is the screen-by-screen detail.

The pipeline

Job Postings

Recruitment → Job Postings

A vacancy. It carries the title, the description, the category, type and location, how many positions are open, a closing date, and a status.

While a posting is active and the careers page is enabled, it is publicly visible and can be applied to. Applications arrive as candidates automatically.

Candidates

Recruitment → Candidates

Everybody who has applied. Each candidate holds their contact details, their CV, the posting they applied for, where they came from, and the stage they have reached.

There is also a kanban view, which shows the same candidates as cards in columns by stage — much the better way to see the pipeline as a whole.

Use the kanban board for the pipeline, the list for the detail

The list answers “tell me about this person”. The board answers “where is everybody, and what is stuck?”

The board is where you notice that eleven people are sitting in Screening and nobody has moved them for a fortnight.

Interviews

Recruitment → Interviews

Scheduled conversations with candidates: which candidate, which round, what type, when, and who is conducting it.

This screen also has a kanban view, grouped by stage.

Scheduling here does not send the invitation

Creating an interview records it in the system. Whether the candidate and the interviewer are actually told depends on your email configuration, and if that is not set up nothing is sent and nothing warns you.

Until you have confirmed mail works, send invitations yourself.

Interview Feedback

What the interviewers thought, recorded against the interview — scores, comments and a recommendation.

This screen is not in the sidebar

Interview Feedback is present and works, but it has been removed from the navigation menu in this build. You will not find it by browsing the sidebar.

In practice feedback is normally reached from the interview itself, which is the more natural route anyway. If you need the standalone list, ask your administrator for the direct link.

Offers

Recruitment → Offers

A formal offer to a candidate: the position, the salary, the start date, an expiry date, and a status — pending, accepted, rejected or withdrawn.

As with candidates and interviews, there is a kanban view by status.

Candidate Onboarding

Recruitment → Candidate Onboarding

Bridges recruitment and employment. Once an offer is accepted, the candidate appears here and is tracked through their onboarding checklist until they become an employee.

Onboarding does not create the employee record

Completing onboarding does not, by itself, turn the candidate into an employee with a login. Somebody still has to create the employee record.

See Onboarding an Employee for what has to happen next.

Candidate Assessments

Recruitment → Candidate Assessments

Tests or exercises set for candidates — a technical test, a written task, a practical. Results are recorded per candidate, so an assessment score sits alongside interview feedback rather than being buried in somebody’s inbox.

Onboarding setup

Onboarding Checklists

Recruitment → Onboarding Checklists

A named checklist assigned to a new starter — “Office Staff Onboarding”, “Field Engineer Onboarding”. Different roles need different things done.

Checklist Items

Recruitment → Checklist Items

The individual tasks that make up those checklists — Return signed contract, Issue laptop, Book induction, Collect bank details.

Items are defined here and assembled into checklists on the screen above.

Write items as things somebody can tick

Issue laptop is a good item: one person, one action, obviously done or not done. Sort out IT is a bad one — nobody can tell when it is finished.

Supporting lists

These are short lists you define once. They populate the drop-downs on the screens above, and they are what makes the pipeline reportable.

Job Categories

Recruitment → Job Categories

The functional area a vacancy belongs to — Engineering, Sales, Finance. Used to group postings on the careers page.

Job Types

Recruitment → Job Types

The nature of the employment — Full Time, Part Time, Contract, Internship, Temporary.

Job Locations

Recruitment → Job Locations

Where a vacancy is based. Separate from branches, because you may advertise a job in a city before there is an office record for it — and because Remote belongs here but is not a branch.

Candidate Sources

Recruitment → Candidate Sources

Where applicants come from — the careers page, LinkedIn, a referral, an agency.

This is the one that pays for itself

Sources are the only way to answer “which channel actually produces the people we hire?” — the question that decides where the recruitment budget goes.

It costs one drop-down per candidate. Fill it in every time.

Interview Types

Recruitment → Interview Types

The format — Phone Screen, Video Call, In Person, Technical, Panel.

Interview Rounds

Recruitment → Interview Rounds

The stage rather than the format — First Round, Second Round, Final. Rounds are ordered, which is what lets the pipeline know that a candidate has moved forward.

Type and round are different axes

A type is how the interview happens. A round is where it sits in the process.

A first round can be a phone screen and a final round can also be a phone screen. Keeping them separate is what lets you ask both “how many video interviews did we run?” and “how many people reached the final round?”

Offer Templates

Recruitment → Offer Templates

Reusable offer letter wording, with placeholders for the candidate’s name, the position, the salary and the start date, filled in when an offer is created.

Worth setting up properly and having checked by whoever is responsible for employment terms. Every offer that goes out uses this wording.

Custom Questions

Recruitment → Custom Questions

Extra questions added to the application form beyond name and CV — Do you have the right to work here?, What notice period are you on?, Do you hold a current driving licence?

Answers arrive attached to the candidate, which means the screening question gets asked and answered before anybody spends time on a call.

Career page

Recruitment → Career

The public-facing careers page where your active job postings appear and applications come in. It opens in a new tab, because it is the outside view of the system rather than part of the admin interface.

The careers page depends on how your deployment is configured

Whether the public careers page is switched on is a deployment setting. If the link is missing or the page does not load, that is configuration rather than a fault — ask your administrator.

Common questions

A posting is active but nothing appears publicly. Check the closing date has not passed, and check the careers page is enabled for your deployment.

Can we add a candidate manually? Yes. Applications through the careers page arrive automatically, but candidates from an agency or a referral are added by hand on the Candidates screen.

A candidate applied for two jobs. They appear against each posting. The pipeline is per application, not per person.

We rejected somebody and want to keep them for later. Reject the application rather than deleting the candidate. The record stays and remains searchable.

Nothing is being emailed. Automated mail depends on Settings → Email Settings. Until that is configured and tested, treat every notification in this module as something you must send yourself.