ATS

I find the messaged displayed when you attempt to move an internal applicant to 'Accepted' unclear and confusing and would like to see this updated (change vacancy to internal only, move internal applicant to accepted, new starter wizard launches,...

It would be extremely useful to gather data of candidates D&I data, so we can report on this and take actions to drive D&I within the recruitment process and within the business. However we must be able to hide this information from hiring...

I believe that the system should allow to be able to bulk move candidates from one vacancy to another. I am aware that there is the bulk action move within one vacancy, but there is not the function to be able to move a bulk amount of candidates t...

When setting up new approval lines on the ATS, we need vacancy request to reach certain people within the business to sign off on the headcount/vacancy. When hiring managers have the ability to use the copy from button, this bypasses the new rules...

When moving candidates across to various different roles, the information completed in the questions is wiped, however it would be beneficial to keep this information as it includes things like salary expectations and notice periods which are rele...

Currently when moving an applicant from one vacancy or from the talent pool to a open vacancy the q application questions do not transfer across so the applicant needs to reapply. All other personal information is transferred.

Currently when candidates apply they are asked, via a dropdown menu, what job board/source they've found the job through. However, this isn't reliable or accurate (often candidates guess or don't scroll down to find answers). Instead, using the jo...

It would be useful to be able to create custom fields in the Vacancy form in the ATS. We have various elements of a role that need to be approved as part of authorising a new role. Most of these are included in the job description but this is a bi...

We are looking to optimise our PHR ATS and one of our enhancements is better use of the Scorecard and it's categories. We we setup Scorecard Categories, every category seems to appear regardless of the type of scorecard or interview selected (see ...

I have just sent out reject emails to 33 candidates, but if a manager wants to reject 5 more, is there a way to differentiate between who has already been sent a rejection email so they are not included again in a bulk rejection? Or will managers ...