Recruitment process and evaluation

Scored questionnaires let you add multiple-choice questions with points and see each applicant's score on their application card.

Professionals can add technical skills, proficiency level, and certifications to their profiles so you can assess fit faster.

See applicants' self-reported English level directly on their applicant card in the process board.

Bring applicants into one process, message them quickly with templates, pin key info, and use notifications to avoid missing replies.

If professionals already applied to your jobs, they stay unlocked in your pool and you can invite them again without spending credits.

With email notifications enabled, you can receive applicant messages in your inbox and reply directly to keep the conversation in sync.

Scorecards help you evaluate applicants consistently. Define criteria, write clear indicators, assign weights, and apply the scorecard to jobs.

After approval, Get on Board suggests up to 50 matching professionals on your process board so you can invite them in one click.

Use the process board to add phases, move applicants, send bulk messages, record discard reasons, and close hires with clean reporting.

Get on Board reports show overview, discard, and performance metrics for recruitment processes, with CSV exports on eligible plans.

Add screening questions in step 2 of job creation to filter applicants. Keep it optional and add no more than three extra questions.

Pin key messages inside an applicant card to keep the most important information visible and easy to access.

Download all your process information in CSV format from the actions menu or process view. Available on Recruiter or higher plans.

Share an applicant with teammates who don't have access by generating a public link from the applicant card in your process view.

Import applicants via email by sending a PDF CV to your process. We extract key data automatically, and you can edit any field.

If a PDF import fills incorrect data, you can edit the applicant fields before saving. The same applies to email imports.

Applicants imported by email usually appear within seconds in the Applicants column, as long as the PDF is attached correctly.

Import applicants directly into your Get on Board ATS to keep every application in one place. You can add them manually in minutes.

Deleting a process permanently removes the job and its information. This action is irreversible once confirmed.

Filter applicants by the information in their application, including links, scorecards, location, and salary expectations.

Response times use median replies from the last 12 months, exclude outliers, and show ranges on public job views and dashboards.

When you move an applicant to Discarded, choose a reason and optionally notify them. This keeps your process organized.

Duplicating a process publishes a clean copy of your job without previous applicants. Close the original job first, then duplicate it.

Create message templates from Job resources so you can reply faster in each stage of your process and reuse consistent wording.

Describe the role clearly and customize the application form with targeted questions to screen for the right candidates.

Private notes are visible to your team members. You can limit access by assigning user groups to a job.

When you discard an application, check the “Notify via email” box to send a message. Messages are not sent automatically.

When creating a scorecard, you can weight each criterion based on importance. Weights range from Low (0.5x) to Very High (2.0x).

You can assign scorecards when creating or editing a job in step 3, or from the actions menu on an existing job.

Scorecards are evaluation tools you can create and tailor to your recruitment needs. Follow these steps to set them up.

Scorecards are evaluation tools that let you assess applicants consistently using weighted criteria and star ratings.

We strongly recommend contacting professionals and following up directly from Get on Board to keep the process organized and visible.

Use the phase menu to send bulk messages to applicants. You can edit recipients, use @webpro for names, and save templates.

Closing a process tells candidates you are no longer hiring and organizes your board. It also stops invitations and applicant actions.

Unpublishing hides the job but keeps the process open. Closing ends the process and stops applicant actions and invitations.

Closing old processes helps your applicant experience. You can close without emailing by unchecking the notification option, but we recommend notifying.

You can reopen a closed process if the job is less than 4 months old, without using an extra publication quota.

Duplicating creates a new process with a clean board. Re-opening keeps the original data and is available only for recent jobs.