Managing Candidates Overview

With a clear table view, you can quickly see all the candidates in your job, filter them by status, and even adjust how many are displayed per page. Dive deeper into each candidate’s profile, apply star ratings, or preview their details in a snapshot view. Seamlessly move candidates through different stages using the status dropdown, and track their progress, including tasks, assessments, and application sources.

Adjust Display: Modify the number of candidates displayed per page (10, 20, 50, 100, or 5) for better visibility.

Filter Candidates: Utilize the filter options to view candidates based on different statuses assigned to them.

Candidate Profile: Click on a candidate's name to open their profile, view details, and make necessary changes.

Star Ratings: Use the star rating feature to subjectively rate candidates based on impressions.

Preview Profile: Click on the preview icon to get a snapshot of a candidate's profile without opening the full profile.

Change Status: Modify a candidate's status by selecting from the drop-down menu and sending any required messages.

Source Identification: Identify candidates' sources, whether manually added or from integrated job boards. The possible sources of the applicant can be:

• Job board: The vast majority of applicants come from a referring job board. In these cases, the name of the job board will display when you hover over the source icon. If we directly integrate with the job board, we will use the job board's logo as the source icon.
• Application: The candidate applied directly through your company's career page or by using a direct link to the job.
• Assessment Link: The candidate is added via an assessment link/to-do list link.
• Referral: The candidate was given a referral link by one of your employees. If you hover over the source icon, it will display the name of the employee who referred the applicant.
• Integration: Some clients have a separate HRIS system integrated with Discovered and pass their candidates to Discovered for evaluation. in these cases, hovering over the source icon shows the name of the HRIS system they came from.
• Unknown: In rare cases, a candidate has been added to a job but we are unable to identify their source. This is most common when using email to apply.

Task Monitoring: Check for any tasks in progress, completed assessments, and provided location information for candidates.

Track Updates: Monitor when candidates were added to the job and when their profiles were last updated.

Cautionary Notes

• Verify the source of candidates to track recruitment effectiveness accurately.

Tips for Efficiency

• Regularly update candidate statuses to keep track of their progress in the recruitment process.
• Utilize filters effectively to manage candidates based on different criteria.
• Maintain consistency in rating candidates to ensure a fair evaluation process.