We calculate response times from companies to candidates according to three perspectives: global company response time, the response time specific of a job, and the individual response time per team member. Read more to learn about how these times are calculated and displayed in Get on Board.ran los tiempos de respuesta en Get on Board.
When you post a job on Get on Board, you must consider different factors that will impact attracting applicants, such as seniority (junior, senior, etc.), whether the salary is visible or not, among others. Here we share some tips to increase applications for your job.
When you discard an applicant in your recruitment process on Get on Board, you can easily select the discard reason (e.g., Didn't meet requirements; unfit for the job, etc.). Discard reasons help you conduct an organized process and help professionals improve their future applications, as they receive tips for improvement based on these.
When a process is re-launched, a new version of your job will be published, with a clean selection process, that is, without the information of the professionals who initially applied. Bear in mind that, when you relaunch a process, you will have to purchase an unlock to access the information of the new applicants. If you have a subscription plan, a quota from your plan will be used. Check here how to do it.
From the option '💬 Message Templates' in the left menu of your dashboard, you can create message templates for all stages of your process, which will help you save time in communicating with applicants.
Once the professionals accept the invitation to apply for your job on Get on Board, they will be able to contact you after sending their application. If they have not sent an application, and they are in the 'interested' phase, they will be able to send you a message once you have started a conversation.
When you discard applicants in a selection process, it is not automatically reported. However, we make it as easy as possible for you: When you discard an application (either by dragging it to the "Discarded" column or from the individual application card) you will have the possibility to send a notification message. To do this, you must check the box "Notify <applicant> via email".
When creating the scorecard, you can assign a weight to each item or evaluation criterion. This weighting will be defined according to your hiring needs and relevance of requirements. The criteria weights are: Low (0.5x), Normal (1.0x), High (1.5x) and Very High (2.0x).
We strongly recommend that you contact the professionals and follow up on the recruitment process directly from Get on Board. When you post your job, you automatically access smart and elegant tools that will make the process easier for you.
When you create your Get on Board job ad, the salary you specify is compared to a minimum value. This minimum value is calculated based on several factors: job title and category, technologies and skills required, job location, and experience level. We are continually updating the base values by which the minimum wage is calculated, to respond to changes in the market, and the cost of living in each country.
On Get on Board, all published jobs (except those in part-time and freelance modes) must specify salary. The salary offered can be hidden from public view, this option is available when you create a job on Get On Board. Applicants to your job will always be able to privately view the salary range you indicate.
When you create a job on Get On Board, our algorithm identifies the keywords of your ad and generates tags to facilitate its search with professionals. Also, tags help us determine the minimum salary range required for the job you are posting.
When you close a process on Get on Board you can reopen it whenever you want without consuming an extra quota of publications; but keep in mind that if the process is more than 30 days old and you do not have an active subscription, you will not be able to refresh its date.
When an applicant accepts an invitation to a selection process, it will appear in the "interested" column. When an applicant completes his or her application, he or she is automatically moved to the "Applicants" phase.
On Get on Board, "unlocking" a job is equivalent to purchasing a publication. The difference is that Get on Board allows you to launch a job ad for free, and pay only if your publication receives applicants that fulfill your expectations. While your job is blocked, you can only access to a preview of the information of each candidate who applies to your job. This information (which does not include contact information) will allow you to decide whether to unlock it or not.
When you post a job ad on Get on Board, the name of the company should always be visible. It's important that professionals know for which company they are applying. We understand that sometimes there are certain hires that are delicate or whose disclosure can bring you problems. In those cases, you can post a job ad non-visible to the public (private) if you have a subscription plan.
When you unpublish a process, it stays open, so it continues to appear as an ongoing process in your dashboard. Closing a process on Get on Board lets candidates know that you are no longer looking for the position.
Every job on Get on Board is manually reviewed by our editorial team for its approval and moderation. Typically, most announcements are published within 1 to 3 hours after being submitted (within business hours).
Our algorithms (yes, we have more than one) detect and weigh hundreds of different signals from activity in our platform— for instance, candidates hired or discarded for different reasons across several hiring processes by thousands of companies. This allows us to build a "heat map" of each candidate, where some technologies and skills are more related to a specific candidate than others.
Indeed, you can send bulk emails to all the applicants of a particular phase of your selection process. In the heading of each phase, you will see a menu with an option called "Send bulk messages to candidates".
When you post a job on Get on Board and have not yet purchased a publication or a subscription plan, your job will receive applicants, but it will remain 'locked', i.e. you will not be able to access all their contact information. To access the applicants' information, you must buy an unlock or purchase a subscription plan.
At Get on Board, all published jobs go through a review process by our editorial team, in accordance with our moderation policy. If we have rejected your job, check the points that we recommend you to modify (salary, functions, requirements, description of the company, etc) edit it, and send it again to be published. The better your job ad is written and described, the more chances you have to be published right away.
Re-launching a process means publishing a new version of the same job, with a clean selection process. When you re-open a process, you keep the data of the process: applications, messages, notes, etc., and you will not consume an unlocking quota.