With a standard seat on Hired, a user can contribute to their company’s recruiting efforts by collaborating directly with their team on positions, see their team’s insights, and help schedule interviews with candidates. As further discussed in User Types and Permissions, a Standard seat includes an Executive, Reviewer, or Scheduler role. The main differentiation between a Standard Seat and a Premium Seat user is the Premium Seat user’s ability to directly reach out to candidates.
Note: According to Hired’s Terms of Service, Standard Seat users are not allowed to send interview requests or interact with candidates on the Hired platform.
As a Reviewer seat on Hired, it is important to understand how to best collaborate with your recruiting team in sourcing efforts. This guide will help walk you through the important steps and actions to take to set you (and your team) up for success!
Get added to active positions you are collaborating on
In order to find candidates, you’ll need to get added to any open positions on the account that you are working on. Any Premium seat user or your Customer Success team can add you on to the hiring team on the relevant positions. Once this is done, you can begin searching for candidates.
Create a new position or Private Search
Beyond positions that have already been added to the platform, you can add a position or create a Private Search to begin searching for candidates. It is best to add all active tech positions to the platform to communicate to our candidate supply and curation team the type of candidate skill set and background you are looking for. Make sure to add your recruiter and other members of your hiring team so they can collaborate with outreaches and scheduling.
After getting added to your active positions, you can view candidate matches for each respective position. Similarly, you can create candidate searches using our Private Searches feature, which will populate candidate results based on the filters and keywords you set. Under either feature, begin to look into and through the candidate profiles and flag those who may be a good fit for the role. For additional information, here is a guide on What to look for in a candidate profile.
As a reminder, Hired is a live marketplace where candidate profiles get promoted and taken down every day. We recommend all users log on and review candidate matches 2-3 times a week to not lose out on top talent. For example, 30 minutes on Monday morning and 15-20 minutes on Wednesday and Friday.
Flag potential candidate matches
- Shortlisting candidates: As you are sourcing candidates, you can add those who might be a great fit based on their profile information to the “Shortlist” for the position. The shortlist acts as a narrowed down list that is automatically shared with the rest of the hiring team.
- Private team notes: Within each candidate profile, an open text field is available on the right hand side for private messages between you and other members of the hiring team on the position. Candidates cannot see the messages that are sent here. You can at (@) mention a colleague or your Hired Customer Success team member directly if you are interested in the candidate, and vice versa.
PRO TIP: It is best to build a pipeline of candidates by shortlisting or flagging around 5 candidates per position per week. On Hired, we see an average of 55-65% interview acceptance rate so you want to cast a wide net of qualified candidates.
Check candidate interview status
Once a candidate accepts your team’s interview request, they move into your interview pipeline. You can view this pipeline and the candidate’s interview status by going to your “Interviews” tab. They will be organized into three main groups:
Candidates awaiting next steps
Awaiting candidate’s response
If you have updates on candidates within your funnel, such as candidates who are or are not moving forward, you’ll want to let your recruiter or Hired Customer Success team member know so that the interview status can be updated on the platform. Additionally, if you are feeling particularly excited about a candidate you’ve been speaking to, let the hiring team know in case there are any candidate insights to share back.