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.
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 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.
At Get on Board, all published jobs go through a review process by our editorial team according to our moderation policy. The better your job ad is written and described, the more chances you have to be published right away.