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As an employer, you can build your own application forms to suit different roles and hiring processes.
You may decide to split your application process into two stages. For example, some organisations begin with a basic default information form as a first step, before asking candidates to then complete a more role-specific application form in step two. Other organisations, with more stringent compliance or safeguarding regulations for example, may need to introduce multiple stages of their hiring process, including a number of bespoke application forms.
Hireserve ATS provides the tools and flexibility to ensure that an employer can create the exact application process they need. It may be that you’re an employer who only ever needs one default job application form and it is suitable across all roles. Or, perhaps you have multiple custom forms, all of which meet the requirements of a unique role or specification type. Either way, with Hireserve ATS you can configure the content and structure you need for your recruitment procress.
From form content to user workflows, each element should be tailored to your organisation, sector or role. It may be you have a wide variety of roles to hire for all at the same time, and need different processes for each.
Hireserve’s Applicant Tracking System helps you take control and collect the information you need at each step of the journey.
Your application forms will be mobile-optimised, to make sure you don’t miss out on candidates on-the-go. Ultimately, you want to build quick, simple and effective application forms so that you engage and retain candidates throughout the process. With Hireserve ATS’ high level of configuration, you can do this.
During your recruitment cycle, particularly for high volume campaigns, you may want to make use of screening tools. Our ‘Killer Questions’ or ‘Job Specific Questions’ (JSQ) to aid your screening process and filter out high volumes of candidates who may not be suitable for a type of role.
You might use screening questions such as ‘Do you have the right to work in the UK’, for example, to immediately screen out candidates who cannot meet essential or legal requirements.
JSQs can be especially valuable when an employer is trying to assess niche skills for a particular job, such as certain qualifications or experience, and when you are recruiting for a wide variety of positions.
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