One of the most important variables for candidates when evaluating a new opportunity is who they get to work with. Now you can choose to share information about the hiring team on your job descriptions. When you choose to share a user's information job seekers will be able to see the following information for each user provided it's in JobScore:
- First and Last Name
- Job Title
- Their profile photo
- The role they play in the interview process (recruiter, hiring manager, interviewer)
- A link to their linkedin profile
You can control which user's profiles are shown when adding and editing job descriptions, here:
If you fill in everyone's information, your tuned up job descriptions end up looking like this:
We've completed some work so that JobScore loads faster on every page. We also sped up some of our slowest pages for our largest customers.
If a page still feels slow to load, please email email@example.com and include the URL of the page so we can investigate.
We now support Microsoft Azure for identity management. Once activated you will be able to control your team's access to JobScore from the Azure Portal and your team won't have to create or remember a password to use JobScore.
Admins can activate the Microsoft Azure integration from the Integrations page in JobScore.
Please contact firstname.lastname@example.org if you have any questions.
When we initially built our calendar integration we did our best to make things easy for recruiting coordinators who did a lot of scheduling. Folks told us that most of the interview invitations they sent were accepted by their team, but that they had to wait to send confirmation emails to candidates, making a difficult task even harder. So, the calendar integration, by default, auto-accepted all events we published, making it easy to schedule interviews and send confirmation emails to candidates in one step.
However, this caused problems for some companies that are accustomed to sending and accepting calendar event invitations. For these companies, we are excited to announce that we now have a calendar "invite mode" for Google Calendar, Microsoft Exchange and Office 365.
In invite mode, the events scheduled through the JobScore calendar integration are published as invites and the calendar behaves as it normally would, notifying the user of the invitations in their email based on their personal calendar settings.
JobScore keeps track of these events as invited, and shows this in the user interface:
Whenever users accept, mark tentative or decline these invitations, the scheduler is notified of the change, which looks like this:
Schedulers can easily take action from these emails to either send a confirmation email to the candidate once invitations are accepted or reschedule if they are declined.
Invite mode is now a self-service option for the calendar installation. If you are on the Professional or Enterprise plan, you can enjoy this and all other features from our Calendar integration.
If you'd like to learn more about switching to Calendar Invite mode, please contact email@example.com.
A while ago we updated JobScore to allow you to insert custom questions in your job applications. We've added a new page where you can review candidates based on how they answered questions.
It's called the Candidate Manager > by Answer and can be found here. Here's a preview:
This page is very similar to the Candidate Manager > by Job page but has a few differences.
- You have the ability to filter your list of candidates based on whether they've answered specific questions and what answers they provided
- When you view results the answers to the first three questions you selected are shown in the table.
- If you want to see more answers, you can click "VIEW ALL ANSWERS" and see a larger version of the page that shows every answer provided in each candidate's job application.
Just like the Candidate Manager > by Job you can open up each row to see each candidate's contact info, employment and education history. You also have full power of the action menu, so you can easily disposition candidates from this page, both individually and in bulk.
If you are using specific questions to pre-screen candidates and are aggressively advertising jobs, the Candidate Manager > by Answer page can make your life a lot easier in terms of reviewing applicants quickly.
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.