1. Overview — How Recruitment Works
The Recruitment (ATS) module covers the whole pre-hire lifecycle: post a job, build a pool of candidates, move applicants through a pipeline, run interviews, send offers, and — on acceptance — convert the candidate into an employee in one click. A dashboard tracks funnel health, time-to-hire, and which sources produce the best hires.
2. Job Postings
A job posting is a requisition you are hiring against. Go to Recruitment → Jobs and click New Job.
- Enter a title, employment type (Full-time, Part-time, Contract, Intern, Temporary) and number of openings.
- Optionally set a department, office, hiring manager, location, closing date and a description.
- Save. New jobs start as Draft.
Use the status buttons to move a posting through its lifecycle:
| Status | Meaning |
|---|---|
| Draft | Being prepared; editable and deletable. Not yet accepting applicants. |
| Open | Live — candidates can be added to the pipeline. Posted date is stamped automatically. |
| On Hold | Temporarily paused; can be reopened or closed. |
| Filled / Closed | Final states. Closed and filled postings can no longer be edited. |
3. Candidates
Recruitment → Candidates is your reusable talent pool — a candidate can apply to many jobs over time. Click New Candidate and capture name, email, phone, source, current company, LinkedIn and a résumé link.
4. Pipeline & Applications
Open a job and click Pipeline to see a board with one column per stage: Applied → Screening → Interview → Offer → Hired. Use Add Candidate to apply someone from the pool to this job (only while the job is Open).
Click any candidate card to open the application drawer, where you can:
- Move stage — pick the next stage from the dropdown. Every move is recorded in the stage history.
- Rate the applicant (1–5 stars).
- Reject (with a reason) or Withdraw the application — both are final.
- Schedule interviews and make offers (below).
5. Interviews
From an application, click Schedule Interview and choose the interviewer (from the employee directory), the type (Phone, Technical, Managerial, HR, Onsite), the mode (In-person, Video, Phone) and the date/time. The interviewer is notified automatically.
Interviewers open Recruitment → My Interviews to see their upcoming and past interviews. For a scheduled interview they can:
- Submit feedback — an outcome (Strong Hire, Hire, Maybe, No Hire), an optional 1–5 rating and notes. This marks the interview Completed.
- Mark a No-show or Cancel the interview.
6. Offers & Hiring
When an application reaches the Offer stage, click Make Offer and enter the salary, currency, joining date and an optional expiry date. The offer lifecycle is:
| Status | Action |
|---|---|
| Draft | Created but not yet sent. Send to issue it. |
| Sent | Awaiting response — record Accept or Decline, or Withdraw it. |
| Accepted | The application becomes Hired and the hiring manager is notified. The Hire button appears. |
| Declined / Withdrawn | Final. A fresh offer can be created if needed. |
Convert to employee. On an accepted offer, click Hire. The candidate's name, email, phone and intended designation are pre-filled into a new employee record; the joining date comes from the offer (you can override it and set an employee code). A temporary password is emailed to the new hire automatically.
7. Analytics & Nudges
The Recruitment Dashboard shows headline numbers (open jobs, candidates, active applications, offers out, hires, average days-to-hire), a pipeline funnel of how many applicants reached each stage, and a source effectiveness table (candidates, applications, hires and hire-rate per source).