Recruitment process and evaluation

Many candidates treat job requirements as direction, not a strict checklist. Match signals and broad wording can also encourage partial-fit applications.

In your hiring process, use the read/unread status filter and email notifications to jump directly to new applications without scanning the full Kanban board.

Faster and more consistent replies can increase candidate trust and improve application intent, but response speed alone does not guarantee more applicants.

Diagnose underperforming jobs by checking timing, conversion, attractiveness, and discard patterns in order, then apply one focused change at a time.

You can review job metrics in each job dashboard and company reports in the Reports menu. Together they show conversion, process performance, and discards.

The Board view is a Kanban pipeline for moving candidates. The List view (Beta) is a table for quick scanning, sorting, and filtering.

Use the job dashboard to monitor active roles, assign ownership with roles and groups, and adjust visibility when you reach plan limits.

The conversion rate compares views to applications. Find it next to the view count in your job dashboard and process header to track interest at a glance.

Export applicants to CSV from the job dashboard or process view when the job is unlocked and your plan includes CSV downloads.

Invite teammates, set roles, and align evaluations with scorecards, notes, and shareable links so your hiring team stays consistent.

Bulk actions let recruiters move, message, discard, or invite multiple candidates at once from the process view to save time.

Scored questionnaires are multiple-choice screening questionnaires where each question is assigned a numeric score and the individual scores are summed and displayed as a total on the application card.

Professionals can add technical skills, proficiency level, and certifications to their profiles so you can assess fit faster.

See applicants' self-reported English level directly on their applicant card in the process board.

Bring applicants into one process, message them quickly with templates, pin key info, and use notifications to avoid missing replies.

If professionals already applied to your jobs, they stay unlocked in your pool and you can invite them again without spending credits.

With email notifications enabled, you can receive applicant messages in your inbox and reply directly to keep the conversation in sync.

Scorecards help hiring teams evaluate applicants consistently with weighted criteria, clear indicators, and reusable templates you can assign to jobs.

When your process is active, Get on Board suggests up to 50 matching professionals on your board so you can invite them in one click.

Use the process board to add phases, move applicants, send bulk messages, record discard reasons, and close hires with clean reporting.

Get on Board reports show overview, discard, and performance metrics for recruitment processes, with CSV exports on eligible plans.

Add screening questions in step 2 of job creation to filter applicants. Keep it optional and add no more than three extra questions.

Pin key messages inside an applicant card to keep the most important information visible and easy to access.

Download all your process information in CSV format from the actions menu or process view. Available on Recruiter or higher plans.

Share an applicant with teammates who don't have access by generating a public link from the applicant card in your process view.

Import applicants into your Get on Board ATS using PDF, DOC, DOCX, RTF, or TXT resumes so every application and evaluation stays in one place.

You cannot recover a deleted process. Deleting permanently removes the job, applications, messages, and notes once confirmed.

Filter applicants by application data like links, country, English level, expected salary, and scorecards, plus smart filters with Superpower AI.

Response times use median replies from the last 12 months, exclude outliers, and show ranges on public job views and dashboards.

When you move an applicant to Discarded, choose a reason and optionally notify them. This keeps your process organized.

Create message templates from Job resources so you can reply faster in each stage of your process and reuse consistent wording.

Private notes are internal to your company team and hidden from applicants. Limit access by assigning user groups to a job.

When you discard an application, check the “Notify via email” box to send a message. Messages are not sent automatically.

We strongly recommend contacting professionals and following up directly from Get on Board to keep the process organized and visible.

Use the phase menu to send bulk messages to applicants. You can edit recipients, use @firstname for names, and save templates.

Re-opening keeps applicants and notes, while duplicating creates a clean job. Jobs older than 4 months must be duplicated.