You've already sourced some great talent or maybe the applications are rolling in from your careers site. That's great news, but it means you probably need to start interviewing and evaluating your candidates. We'll show you how to organize that process here.

Watch this quick video to see how it works: 

Scheduling interviews

Scheduling interviews with your candidates can quickly become a logistics nightmare if you don't have a good system in place. That's why we created the scheduler!

Scheduler allows you to sync your calendar with Recruitee in order to help you offer candidates a range of suitable times to book an interview or meeting. Additionally, scheduler will work to find available time slots across your team's synced calendars.

To find out how to sync your calendar, send invitation links to your candidates, and reschedule meetings, you can read more here.

Evaluating your candidates

Once you've interviewed a candidate, you'll need to evaluate them! Evaluations can be added to any stage of the hiring process. These are intended for your team to fill out in reference to their contact with the candidate. You may want your team to evaluate your candidates on a number of skills or qualities. 

Customize your evaluations for each job by following the instructions here.

Once you've created and customized your evaluation forms, you can add them to a candidate's profile by clicking on the candidate in the candidates view or within your job's pipeline.

Below the candidate's name, click on the "Evaluation" tab. On the right side you can click on the "+ Evaluation" button. Select the relevant evaluation template. 

You or your team can fill out this information during or after an interview. Evaluations will be attached to the candidate profiles under the "Evaluation" tab for reference at a later point.

At the end of each evaluation, you'll be able to give the candidate an overall score which will be attached to their profile as an icon on the right side. You can rate them with a "strong yes," "yes," "not sure" or "no."

Did this answer your question?