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Recruitment System

The HR+ Recruitment workspace supports the full hiring lifecycle—from opening a requisition to converting a candidate into an employee. It uses shared employee data, permissions and notifications so hiring managers, recruiters and interviewers stay aligned.

  • Recruitment › Dashboard – Pipeline metrics, quick links and activity snapshots.
  • Recruitment › Recruitment Pipeline – Kanban view of candidates organised by recruitment and stage.
  • Recruitment › Recruitment – List of requisitions with vacancy, publishing and manager settings.
  • Recruitment › Candidates – Detailed candidate table with filters, bulk actions and history.
  • Recruitment › Interview – Schedule interviews, assign interviewers and record outcomes.
  • Recruitment › Recruitment Survey – Build interview or assessment questionnaires.
  • Recruitment › Open Jobs – Public job board for published requisitions.
  • Recruitment › Stages – Manage stage sequences for each recruitment.
  • Recruitment › Skill Zone – Maintain competency tags for matching and reporting.

1. Create a recruitment​

  1. Go to Recruitment › Recruitment and click Create.
  2. Enter:
    • Title and Description (include the role summary and key responsibilities).
    • Company, Start Date, optional End Date and Vacancy count.
    • Recruitment Managers – people who will manage the pipeline.
    • Openings – note how many people you plan to hire for this role.
    • Publish Options – choose whether to publish on the Open Jobs page or post to LinkedIn (requires a configured LinkedIn account).
    • Optional flags such as Optional Profile Image/Resume if you want to allow submissions without attachments.
  3. Save the recruitment. Use the action menu to duplicate or close it later.

2. Define stages​

  1. Open Recruitment › Stages.
  2. For each recruitment, add stage names (e.g. Screening, Technical Interview, Offer) and assign stage managers.
  3. Stage types (Initial, Applied, Test, Interview, Cancelled, Hired) affect reporting and automatic behaviours (for example, candidates in a Cancelled stage are hidden from the main pipeline).
  4. Drag stages into the desired order; the pipeline view follows the same sequence.

3. Add and manage candidates​

Creating candidates​

  • Add candidates manually from the Candidates list or collect applications through the Open Jobs page. Email is unique per recruitment.
  • Capture personal details, resume, portfolio links, source and referrals. Files are stored in the candidate record.

Moving through the pipeline​

  • Drag and drop candidates in Recruitment Pipeline or change their stage from the candidate detail page.
  • Offer letter status is tracked automatically (Not Sent, Sent, Accepted, Rejected, Joined).
  • Use comments and attachments to keep hiring decisions transparent.
  • Toggle Start Onboard when you are ready to hand the candidate over to the onboarding team.

Candidate history​

  • Every candidate has an audit log showing stage changes, emails and interview outcomes.
  • Archive or cancel candidates when they are no longer active; they remain searchable for future roles.

4. Schedule interviews​

  1. Open Recruitment › Interview and click Create.
  2. Set the candidate, preferred date/time, interviewers and location/meeting link.
  3. Interviewers receive notifications and can mark the interview as completed, add notes or upload feedback forms.
  4. Interview outcomes feed back into the candidate record and can trigger automated emails using templates.

5. Surveys and skills​

  • Use Recruitment Survey to create question templates (ratings, multiple choice, short answers) that interviewers can reuse across roles.
  • Maintain a skills library in Skill Zone. Tag candidates with the relevant skills for filtering and reporting.

6. Publish open jobs​

  • When a recruitment is marked as published, it appears on the Open Jobs page using a secure company-specific URL.
  • If you connect a LinkedIn account (configured under Recruitment › LinkedIn Accounts), HR+ can post or unpublish the requisition directly from the recruitment record.
  • You can embed the Open Jobs URL in your own careers site via an <iframe> or hyperlink so applicants stay in your branded experience while submitting their details.

Candidate outcomes

  • Move a candidate into a hired stage once they accept your offer; the system records the hire date and vacancy progress automatically.
  • Candidates can submit themselves through the Open Jobs page, or recruiters can add them manually from the Candidates list when sourcing directly.

Tips for organised hiring​

  • Keep vacancy counts up to date—reports rely on the vacancy figure to show progress.
  • Assign stage managers so interviewers automatically gain access to the candidates they need to review.
  • Use tags (skills, locations, seniority) consistently; combined with the Reports workspace they give rich analytics across hiring cycles.
  • Close or archive recruitments once filled to keep the pipeline uncluttered for active openings.
  • Hand successful candidates over to Onboarding so pre-start checklists begin right away.

With these features, HR+ helps recruitment teams coordinate job postings, candidate reviews and interview schedules without leaving the HR system.