Tasks power the JobScore calendar integration. We've simplified the list of task statuses to make it easier to understand what's happening with your interviews. Here are the list of status options when the calendar integration is turned on:
- INVITED: Published but not yet accepted by the user on their calendar
- ACCEPTED: Published and either accepted by the user on their calendar OR auto-accepted by JobScore
- TENTATIVE: Published and marked as tentative by the user on their calendar.
- DECLINED: Published and marked as declined by the user on their calendar.
- OVERDUE: The end time of the task is in the past
- COMPLETED: The user added a note (interview feedback) OR marked the task as completed in JobScore.
If you don't use the calendar integration task statuses do less:
- ASSIGNED: The end time of the task is in the future
- OVERDUE: The end time of the task is in the past
- COMPLETED: A user marked the task as completed
These status options are used consistently throughout JobScore and are color-coded to make it easier to understand what's happening at a glance:
Please let us know if there's anything we can do to help make scheduling and collecting feedback easier for your team.
Starting today when you schedule an interview in JobScore and click to send an email to a candidate in the same step, an .ics file is included in your email. This control appears here:
This means that a calendar "invitation" will be included in your email. This invitation (an .ics attachment) makes it easy for the candidate to add the interview to their calendar with one click. The calendar event, should they choose to add it, will include the subject and body of your email so they have the information they need at their fingertips.
Invitations are now sent by default whenever you choose to schedule an interview and send an email at the same time. If you prefer not to send a calendar invite to the candidate just uncheck the box.
We know that scheduling appointments often feels like playing tetris... and no matter how hard you work to create the perfect interview panel that things come up and you need to reschedule.
The JobScore calendar integration notifies you whenever a team member declines or edits a scheduled interview. Now whenever you edit a task to reschedule an interview you can check a box and send an updated schedule to the candidate with one click:
We've updated the rich text editor we use for job descriptions, notes and emails throughout JobScore so you can add and edit text on mobile devices and tablets.
We've updated the look and feel of some of our most frequently used emails... in particular those seen by hiring managers and your team when they interview candidates. Here are a few before-and-afters of the changes:
Have another email you receive all the time that needs a little work done? Take a screenshot and forward it to firstname.lastname@example.org
Many of you told us that when scheduling interviews you include links to your team's LinkedIn profiles in candidate confirmation emails. This makes it easier for candidates to do a little research on who they will be speaking with so they can be more prepared – which is a great idea! So, we've added it to JobScore.
Now, for each user in the system you can store their public LinkedIn profile:
Once added, you can use the "Insert Interview schedule" control to include that user's public LinkedIn profile in the email:
If you'd like to find a team member's public LinkedIn profile link, simply locate them on LinkedIn and click here:
Admins just need to copy and paste this link into the user's record and voila! Less clicking and candidates who are more prepared!
The emails you send to candidates through JobScore are now HTML. This means that whenever you compose an email, edit an email or add/edit an email template, you'll be able to use the following formatting controls:
- Bullet Points
- Numbered Lists
- Text Size
- Text Alignment
Enjoy the ability to send prettier emails!
You can now configure JobScore to send multiple pre- and post- interview email reminders for each user.
- Multiple pre-interview reminders are useful because you can set up a reminder the day before your interview to prompt you to look up the candidate's background and prepare, and another 10 minutes before the interview so you have what you need to get started.
- Post-interview reminders help ensure the team enters feedback after interviews. Post interview reminders are only sent when there is a note template associated with a task (prompting the user to add feedback). Once the user adds feedback, the task is automatically marked as completed and post-interview reminders are cancelled.
Based on your feedback, we've also updated the default interview reminder settings in JobScore to match what's shown below:
IMPORTANT: JobScore now sends reminder emails daily for one week if the user doesn't enter feedback after an interview. To change these settings visit the View User > Overview page and click to edit their task alerts. Interview Reminder settings can only be edited by users with the OWNER and ADMIN access levels.
Learn more in our helpcenter article about Interview Reminders >>
We've launched a connector for customers who use JobScore and ADP Workforce Now®
The connector auto-magically pushes information about the candidates you hire into ADP, minimizing data entry and allowing you to kick off onboarding the moment you hire someone.
We made a few changes to make reports easier to discover and use. If you can see reports, a tab now appears in the primary navigation. As a reminder users with OWNER, ADMIN and EXTENDED access levels can see reports.
We've also added a page that summarizes all of the reports in JobScore. Anytime you want to access this page, just click on the reports tab.
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 every job 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:
Based on your feedback, we've made a few changes to the default list of Candidate Sources:
- The "Career Fair" primary source has been renamed to "Event." We did this because many of you are recruiting passive candidates at meetups, industry events, and more. All external candidates will now see "Event" instead of "Career Fair" in the list of sources.
- We've added a new primary source type called "Internal" to make it easier to keep track of internal applicants and positions that are filled internally. The "Internal" source will not be shown on your careers site, only your team can select it.
Hopefully these changes will make the source quality report even more useful.
Until today JobScore had just 3 access levels: Owner, Admin, and User. We just made some changes to access levels that will make it easier to get more people involved in the recruiting process:
- Owner & Admin: The owner and admin roles remain unchanged. Everything is exactly the same.
- User: This access level has been eliminated. Everyone who had the user access level now has the extended access level.
- Extended: A new access level designed for hiring managers that need more power in the system. Extended includes everything that is currently in the user access level plus the ability to see reports. Extended users can see all candidates and jobs, just like users could.
- Standard: A new access level designed for hiring managers that should have less power and visibility in the system. Standard users can see candidates assigned to jobs where they are on the hiring team and their referrals, but that's it. Standard users can see everything for jobs where they are on the hiring team, but just the job description for all other open jobs.
- Limited: A new access level designed for people who only interview candidates and make referrals. Limited users can only see people who they are scheduled to interview and candidates who they refer.
Though access levels have been updated, private notes and private emails have not - everything works the same. All access levels are available on all plans and all plans still include unlimited users - because we want to make it easy for your entire team to use JobScore.
Still have questions? Check out our new guide to access levels and user permissions in JobScore. Here's a cheat-sheet chart that shows who-can-do-what:
Need even more control over who can see what in JobScore? In a few weeks time we will launch "confidential fields" which will allow you to control which Extended and Standard users can see confidential information (e.g. compensation requirements and salary bands) for specific jobs. For now, only people with the Owner & Admin Access levels can access confidential information.
Questions? Please contact support.
Job Templates make it easy to create unique job configurations for different locations and departments. For instance, you could create 3 different job templates with different candidate questions for engineering, sales and marketing positions... so you don't have to re-build a job application every time you create a new job. Job Templates also allow you to store specific job description text, images/videos, and more, making it that much easier to add new jobs.
Job Templates prompted us to change how a few things work in JobScore:
Now users with the owner and admin access level can create as many job templates as they want.
When adding a new job, you'll be prompted whether you want to use a job template or whether to copy an existing job:
You can now insert custom questions into Job Applications. This means that if you are hiring a French teacher you can ask job seekers "How long have you spoken French?" and store an answer. Here's how it works:
- There are 4 types of self-service candidate questions: Text, Multiple Choice, Checkbox and File Upload.
- Candidate questions can be optional or required on a job-by-job basis.
- All questions are re-usable across your jobs and are stored in the candidate questions library.
- We've added some sample questions to your library to make it easier to get started.
- You can include a question in every job application form by adding it in your global careers site configuration settings.
- If you are on the professional or enterprise plan you can add and remove questions on a job-by-job basis. If not, you can only add and remove them in your global careers site configuration settings.
While candidate questions are powerful, we encourage restraint. Try to use them sparingly because every question you add to your job application form decreases the likelihood a great candidate will complete it.
In the next few weeks we'll add the ability to have multiple job templates in your account. This will allow you to set up job application forms with different questions for specific departments & locations in your company. Stay tuned!
When we launched Automatic Job Distribution we also launched a few more free job sites including LinkedIn Limited, Monster Organic, CareerJet, Recruit.net, and ResumeLibrary.
LinkedIn and Monster still have their paid options which provide more exposure and outperform organic listings.
Sometimes you need to send sensitive information like salary discussions and offer letters to candidates by email - but need to restrict who can see this information in JobScore. We've added the ability to make emails private, and it works just like private notes. Here's what it looks like:
When you mark an email private, only the sender and the people you cc: on the email will be able to see it after you send it:
We've also added the little extras to make private email great:
- Just like private notes, users with the Owner access level can read every private email - no matter what.
- You can edit emails and make them private after they are sent.
- Private is an option in email templates... so if you have an offer email template, you can make it private by default.
- When you hire candidates you can choose to make all thier emails private (along with notes) so future co-workers can't see past email correspondence.
Tired of clicking to get your jobs on free job sites? Good news! Starting today JobScore will automatically distribute your (open, published) jobs to Indeed, Glassdoor and 7 other job boards. We refer to this as "Job Distribution" (vs. Job Posting, where you purchase paid postings one job at a time).
- There is no additional charge for this service. It "just works" and your jobs will stay posted as long as your job is open and published. Enjoy!
- You can still "pump up" your listings by purchasing paid listings on many of these job boards. No changes here.
- Don't want a specific job jobs auto-distributed to job boards? You can turn off job distribution on the Post Job page for specific jobs:
Uncomfortable with your jobs being automatically added to job boards? Admins can click here to turn off automatic job distribution >>
Need Help or have questions? Contact email@example.com
One of the most used, and most useful reports in JobScore is the Pipeline Report. This report provides the information that everyone wants about how things are going. By default the pipeline report shows a side-by-side view of how many candidates have ever been in a specific stage (total) and how many are currently in a stage (current).
While we recommend training you team to use this side-by-side view to understand exactly where things stand with each job, sometimes you need to show only current candidates by stage or total candidates by stage. Now you can:
"Current only" and "Total only" are also reflected in the download - so if someone needs a spreadsheet of candidates by stage for your open jobs, you can build it with one click.
In recent customer interviews, we found that many of you were spending hours updating spreadsheets to meet your reporting requirements. We learned you were having to do this because the spreadsheets included unique information like HRIS system IDs, budget owners, who the job is replacing and more.
We created Job Fields (available for our Professional and Enterprise customers) to help you stop having to manually update spreadsheets. Job Fields allow you to create custom text, checkbox and multiple choice fields for jobs. For instance, you could create a field called "HRIS ID" and paste this in for each job. Then, when you ran a report from JobScore, this information would be included.
Once configured, job fields make it easy to store all of the information you need for your reports in JobScore and generate the reports you need with one click. Job Fields are already included in the downloads from the Job Manager, Hire Report, Pipeline Report and Activity Report.
You can also include Job Fields in you careers site feed to make them publicly accessible. For example, if you created a job field called "Category" you'd then be able to configure your careers site based on this value in addition to location or department.
JobScore now gives you the power to add thumbs-up / thumbs-down candidate ratings in notes:
Candidate Ratings help your team get better at interviewing by making feedback more quantitative and actionable.
In addition to the overall recommendation, you can insert custom ratings into note templates. The idea is to create a note template for each stage of the interview process with ratings that prompt team members to assess specific candidate criteria. Here's how to create a template with instructions and ratings:
Once you've created a note template, you can assign a team member to use it in an interview and rate candidates on specific criteria:
Candidate ratings can be used throughout the interview process, from recruiter screens to phone interviews all the way through onsite face to face interviews. To help you get started with ratings we've inserted the "Overall Recommendation" in your Blank Note template, but you can remove it anytime.
Want to learn more about ratings? Contact your account manager or firstname.lastname@example.org for help getting started with ratings today!
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:
A few months ago we added the ability to load pictures for each user in JobScore.
Today we published an update that shows these pictures all over - including when you review candidate notes, tasks, emails and more.
If you don't add a picture you'll see the user's initials instead (boring!) We've made it incredibly easy to add your picture - here's how:
Admins: Want to have some fun with your coworkers? You can click into their user record and upload a photo for them.
We hope this makes JobScore a little more friendly, collaborative and fun!
In addition to the 'Resume' and 'Cover Letter' fields, you can now control whether the following attributes are required, optional, or hidden:
- Contact Information (Phone, Email, Street Address)
- Profile links (LinkedIn, Facebook, Github, etc.)
- Employment & Education
Here's what the updated job application control interface looks like:
By hiding field you can now make your job application much shorter & easier to complete. If you hide everything you could, here's what that would look like:
There's even more coming soon! The ability to insert custom questions is in beta & soon you'll be able to turn off the need for job seekers to register and create a password when they apply.
Today we are opening a beta that allows you to insert custom questions into job applications.
This means that if you are hiring a French teacher you can insert a question to ask job seekers "How long have you spoken French?" and store an answer.
If you are an Enterprise customer and would like to participate in the candidate questions beta, please contact email@example.com and let us know what questions(s) you'd like to add to which of your job application forms.
For now we'll add questions for you behind the scenes, but you'll be able to create and manage your own questions by the close of the beta.