That means knowing who is responsible for candidates at each stage of the recruiting process, and how long it should take to complete each workflow stage.  Top-performing talent acquisition teams typically codify these details in a Recruiting Service Level Agreement (SLA).  

We’ve added two workflow stage attributes to help your team stay on track:

• SLA Target: The maximum amount of time a candidate should spend in a workflow stage. (formerly known as “overdue after” in JobScore)
• SLA Warning: The amount of time before the SLA target to warn the stage owner that they are about to miss a target.

Yellow clock icons are shown when candidates are approaching SLA targets, and red clock icons are shown when SLA targets are missed:

The homepage now shows how many candidates are approaching SLA targets and how many have missed them.  Click these links to view and disposition candidates on the candidate manager:

By default, your homepage now shows who owns which candidates… which is determined by workflow stage owner:

To make this possible, we’ve made the “owner” attribute of workflow stages more flexible.  Instead of hard-coding workflow stages to hiring team roles like “recruiter” and “hiring manager” you can now assign stages to specific individuals in jobs and job templates:

We’ve added a new SLA status filter on the candidate manager to see lists of candidates who are approaching a target or who missed the target: 

We’ve renamed the overdue report to the service level agreement report.  It now shows candidates approaching SLA targets as well as those who missed SLA targets… and by how much:

The velocity report now shows if you are meeting SLA Targets:

Finally, the weekly digest email shows how many candidates are approaching SLA targets and how many missed SLA targets for the workflow stages you own:

We hope the transparency and accountability of Service Level Agreements help your team be more responsive, impress candidates with decisive speed, and improve your time to hire.

The post Service Level Agreements (SLAs) appeared first on JobScore.

We’ve opened up a beta with AI features.  These features are free on all plans for now, but because paid third-party AI platforms power them, we may charge for them in the future.

Here’s how AI features work in JobScore:

1. All AI features are enabled by default and are optional.  Users with the owner and admin access levels can turn AI features on and off on the Admin > Compliance > AI Features page.
2. JobScore leverages AI to generate summaries, first drafts, and recommendations for you to review, adjust, and approve.
3. If you are unhappy with any content AI adds to a form, type Ctrl + Z (Command ⌘ + Z on a Mac) to undo.
4. JobScore AI features do not perform recruiting actions for you at this time.  If you’d like JobScore to act unsupervised on your behalf, please use automations.
5. Features that leverage AI have their own color scheme and show the AI icon
6. After you use AI, JobScore prompts you to rate your experience to help us improve.
7. JobScore records every time your team uses AI and keeps track of the requesting user, use case, prompt, and result, should you need to perform an AI audit.

Our first set of AI features make it easier to do things many of you already do using ChatGPT, Google Gemini, Claude, Microsoft Copilot, and Perplexity.  Here’s what we’ve added so far:

Generate job descriptions

JobScore uses AI to analyze information about your job and your company, then generates a job description for you to review, adjust, and approve.

Generate scoring criteria for jobs

JobScore uses AI to analyze your job and recommend criteria you can use to score and rank candidates.

JobScore uses third-party technology to parse job descriptions to suggest scoring criteria for you to review and approve.  We do not use Large Language Models that hallucinate to generate candidate scores.

Generate similar job titles to improve candidate scores

JobScore uses AI to recommend similar job titles, which help make candidate scores more precise.

Generate sample interview questions for candidate ratings

JobScore uses AI to generate interview questions that help your team assess candidates for specific rating criteria.

Generate interview questions for specific candidates based on their resume

JobScore uses AI to recommend interview questions by performing gap analysis between a candidate’s resume and a job description.

Summarize candidate activity

JobScore uses AI to analyze a candidate’s activity history (job assignments, workflow stage changes, notes, emails, interviews, etc.) and generate an abbreviated summary so you can understand what’s happening with a glance.

Refine Text

JobScore uses AI to refine selected text when editing job descriptions, email messages, notes, and interview feedback.

Turn AI features ON and OFF

All AI features are turned ON by default, but can be turned OFF at your convenience. When turned OFF, AI features cannot be used by anyone in your account.

Should you need to perform an audit, JobScore records every time your team uses AI, and keeps track of the user, use case, prompt, and result.

We have many more ideas on how to simplify and improve your hiring using AI in JobScore, like interview intelligence and AI chat. Please take our AI survey here, your answers will determine what we work on next.

The post AI Integration Beta appeared first on JobScore.

We made it easier to regularly track activity by adding the ability to save and share filters on the history report:

We’ve also added and improved the filters on the report:

• Jobs filter: Select any set of jobs, including custom lists, like jobs by department or jobs by location.
• Date Range filter: Compare date ranges to see if activity is trending up or down.
• Actions filter: Report on multiple actions instead of just one at a time.
• Actor filter: Zero in on what made actions happen: automations, candidates, search firm recruiters, or users.

Finally, we’ve added charts that break down history by actor and history by action:

We hope that saving reports and measuring throughput on the history report helps your team build and sustain great data habits.

The post History Report Improvements appeared first on JobScore.

• The job application form completed trigger makes it easy to create knock out questions and knock in questions.
• The workflow stage changed trigger can send emails and notify coworkers when candidates are moved into specific stages.

Today we launched the tag added and tag removed triggers that allow you to run automations any time you want.

So now when you add or edit tags an automation icon will appear when there’s a chance an automation may run:

Tag Triggers can be used to daisy chain automations together… so, for instance, you could create an automation with an add tag action that triggers another automation with a tag added trigger.

Fear not! JobScore will detect automation loops that could add and remove the same tag over and over. Loop errors will are logged and are discoverable on the Automation Errors Report.

Tag triggers are particularly useful when reaching out to candidates before you know if they are interested in a job.  For example, you could create an automation where if you add a tag like “email3” other tags like “email1” or “email2” are removed… minimizing clicks and keeping your data clean.

The post Automations: Tag Added and Tag Removed Triggers appeared first on JobScore.

At JobScore we care deeply about the candidate experience.  You can preview exactly what candidates will see when they view one of your jobs:

We just added the ability to preview the apply form as well:

JobScore also shows a preview when you add and edit jobs, so it’s 100% clear what candidates will see:

Creating the perfect job application form is a delicate balance… you want to minimize the number of questions to make it easy to apply, but still get the information you need to decide on who to interview.  We recommend making your forms as short as possible because JobScore makes it easy to ask more questions later in candidate forms and interview self-schedule requests.

The post Job Application Form Preview appeared first on JobScore.

JobScore recommendations can now account for similar job titles when scoring candidates. When you select a job title scoring criteria, you can use artificial intelligence to generate a list of similar job titles, which you can edit:

JobScore considers the criteria a match when it finds any job title you enter on a candidate’s resume.  When you click to see score details, JobScore shows which job title(s) match:

As you review candidates and learn, you can refine how candidates are scored by adjusting your list of similar job titles.  For even more precision, you can:

• Build multiple lists of titles and assign different importance to each criteria.
• Create different criteria for current job titles and past job titles.

When you copy a job, scoring criteria are copied as well, so if you build lists of similar job titles, it’s easy to reuse them.

We hope you use this enhancement to make our candidate scoring re-launch even more useful and powerful.

Happy hiring!

The post Similar Job Titles in Candidate Scores appeared first on JobScore.

Add Note (Email User) Action

This action adds a note to a candidate’s record using a note template.  While adding searchable notes to candidate records is helpful, the real power of this action stems from the “email note to:” attribute of note templates, which allows you to create automations that send email notifications to your co-worker.

Even better, when you turn on note alerts for a job, users can reply to these email notifications and start discussions that are auto-magically recorded in JobScore.

The add note (email user) action keeps everyone in the loop precisely the way you want.

A great way to try it out is to create an automation that notifies a teammate when candidates are moved into specific workflow stages.

Add Tag & Remove Tag Actions

These 2 actions, unsurprisingly, add and remove tags from candidate records.  If you are unfamiliar with tags in JobScore, other systems call them “labels,” “folders,” or “projects.”

Tags are a flexible way to sort and manage candidates, allowing you to group and classify them independent of which job(s) they are considered for.  We’ve outlined many, many potential uses in our tags tutorial.

It’s hard to overstate the flexibility and power of tags.  Here are a few examples of how you can use them in automation actions:

• When a candidate is moved to the “declined” workflow stage, if they’ve ever been in the “team interview” workflow stage, add the “interviewed” tag… so you can easily see if they’ve interviewed before when reviewing candidates.
• When a candidate is moved to the “recruiter screen” workflow stage, “phone interview” stage, or “team interview” stage, remove all sourcing tags (like pursuing, 1st email, 2nd email, or send Inmail)… because you successfully connected with them and can stop outreach efforts.

Happy hiring!

The post Automations: 3 New Actions appeared first on JobScore.

Automations help your team save time, but they require effort to set up and get them working just right.

Our new automations report helps you identify opportunities to improve by seeing how much you’re using automations.  It includes 2 charts:

• Automations by Trigger: Shows the total number of automations run and a breakdown of which triggers caused automations to run.  Hover to see which specific automations drove activity.
• Automations by Action: Shows the total number of actions performed and a breakdown by action type. Hover to see which specific automations drove activity.

The report is even more useful when you compare two different time periods (like this month and last month) … because you can see if activity is going up or down:

In addition to date ranges, you can use filters to see automation usage by:

• Job:  Automations that run for a specific set of jobs
• Trigger: Automations with specific triggers (like applied to job and workflow stage changed)
• Action: Automations that perform specific actions (like emailing candidates or self-scheduling requests)

We hope the automations report inspires you to create automations that eliminate busywork and understand how JobScore helps you hire better people with less effort.

The post Automations Report appeared first on JobScore.

We’ve added Google’s reCAPTCHA to JobScore-hosted job application forms, which helps protect you from spam and abuse.  It shows a checkbox that asks applicants to confirm they are not a robot:

We’ve implemented the “invisible” version of the CAPTCHA with moderate protection, which means the checkbox is only shown to suspected bad actors and bots.  Users with the admin and owner access levels can disable the CAPTCHA or adjust it to be more permissive or restrictive using the “Spam protection” control on the careers site > global settings page:

If you have any other ideas on how JobScore can help you fight bots and resume spam, please share them in the ideas forum.

The post Fight Resume Spam Using CAPTCHAs in Job Application Forms appeared first on JobScore.

Every year, it feels like more recruiting happens in scheduled video conference meetings. However, later in the hiring process, as things heat up, a lot of communication isn’t scheduled.

Most people reach for their personal phone to call, text, or WhatsApp candidates.  But with a speaker and microphone connected to your computer, you don’t have to.  Taking a minute to set up to click to call and click to text candidates from your computer makes recruiting faster and more comfortable.

We just added icons next to phone numbers in JobScore that make it easy to click to call, click to text, or click to WhatsApp candidates:

These links are also shown on the candidate action and interview candidate pages, so you can click to call from the page where you update the candidate’s record:

To use WhatsApp, just download and install WhatsApp for your device.

To make calls and send text messages, you’ll need to configure a few things:

• If you use Windows 11, install Phone Link to connect your Windows PC to your Android or iPhone.
• If you have a Macintosh computer and an iPhone using the same Apple ID with wifi enabled, then:
  • To send SMS messages, turn on settings > messages > text message forwarding
  • To make calls, open the FaceTime app on your Mac and select FaceTime> Settings, and click on “Calls from iPhone.”
• If you use Google Voice, connect your mobile phone number to Google Voice, then follow the instructions for Google Messages for web and Google Voice with one-click dialing.

You can also set things up to receive desktop notifications when candidates call, text, or WhatsApp you.  You’ll be able to respond from your computer without having to grab your phone… and when candidates call you can cut-and-paste the candidate’s phone number into JobScore to quickly find them:

We hope you’ll try “recruiting without touching your phone” from your desk as we’ve found it makes it a lot easier to get into a flow state (and stay there).

The post Click to Call, Text, or WhatsApp appeared first on JobScore.