With Applied, you can easily move candidates from your pipeline to an interview round.
This option is useful if your team needs to use tools like Google or Microsoft outside of Applied to schedule interviews with candidates and the interviewing panel.
Our platform enables you to:
- maintain a single source of truth about your hiring pipeline
- score interviews in a structured, unbiased way
- get insights on candidate performance and diversity drop-offs along the hiring funnel
This article explains how you can move candidates to interview and what to expect. You'll first find a video with an overview of the main steps. Then some written guidelines with the step-by-step.
Moving candidates to interview
1. In your Candidate Management list, select the candidate(s) you need to move into an interview round. When the menu at the bottom of your screen appears, select the action Invite or move to interview
2. Select the interview round you wish to send these candidates from the dropdown
3. Select the checkbox that says "I am scheduling outside of Applied"
4. Once you are ready, select Move Candidate(s)
Your candidate(s) will now show up in the appropriate tab of your candidate list, "Interviews & Tasks", and will have the status "Added" underneath the respective interview round.
Sending scoring links to the interview panel
If you want to score in Applied after moving candidates to the new interview round, you can assign interviewers, send scorecards, and attach a date (if scheduled externally) using the Interview Manager
1. On each role, go to the Manage section on the left-hand sidebar
2. In the top menu bar, select Interview Manager
3. The Interview Manager opens on a List View showing all dated and/or updated interviews
|Dated interviews are interviews scheduled using Applied's scheduling tool. Updated interviews involve candidates who have been "moved" into the interview round without scheduling using Applied.|
4. Select the Undated Interviews tab underneath the List/Calendar buttons in the top right-hand corner of the page
5. Here, you should find candidates you've moved into an interview round without scheduling first.
6. Select Edit to assign interviewers to the candidate's interview slot, which will send them the scorecard they can use to record their answers and scores when the interview takes place. These scores/notes will be automatically saved in the platform and show up in your candidate management table, allowing you to make decisions based on the top candidates' scores in all rounds.
|To save the interview round and the new modifications, you need to assign a date/time for the interview (date/time can be organised off the platform before editing the slot and added in at this time). This helps our system track your interviews and notify the correct people at the correct time|
7. Select if you would like to notify the interviewers (recommended) or the candidates after modifying the interview slot. Communications to interviewers include the link to their scorecards. They can also find these scorecards on their personal, My Tasks page.
Seeing real-time updates on candidate status
As soon as you move candidates to an interview round, their status within that round will change to added.
If you use Applied's interview scheduling and scoring functionalities, you'll be able to track additional candidate statuses. Check out this article if you want to learn more.
Getting insights on the hiring pipeline and diversity drop-offs for all the interview stages
On each role, you can go to the reports section and get up-to-date stats on your interviewing stages.
- On the report summary page, you'll be able to keep track of your hiring pipeline and see who's booked an interview or moved to an interview round.
- Additionally, you can also check your diversity drop-offs for all the interview stages. Even if you move candidates to an interview round and don't score them via Applied, you will be able to see their demographic composition and learn what parts of the process can be improved. For example, you might see a drastic change in the composition of candidates' gender, and this could be due to whether you run structured interviews or not.