1. Candidate Profile Configuration
Decision: What fields and information should be included in the Candidate Profile, and which ones must be mandatory for completion?
Why it is critical for implementation: Deciding which candidate details are essential enables efficient candidate evaluation and ensures the right data is available for searching, filtering, and matching during recruitment. Mandatory fields help maintain data quality and compliance with internal or legal standards.
Example: For a regulated industry, making fields like certifications and work authorization required ensures candidates meet legal and compliance needs from the start of the process.
2. Profile and Application Synchronization Settings
Decision: Should information be synchronized between the Candidate Profile, Candidate Application, and Employee Profile, and if so, which fields need to be linked?
Why it is critical for implementation: Proper synchronization ensures data consistency, reduces duplication, and enhances candidate and recruiter experience by pre-populating relevant information at various stages, avoiding unnecessary manual entry.
Example: Synchronizing address and contact fields between the Employee Profile and Candidate Profile allows for seamless internal mobility and up-to-date information during internal transfers.
3. Application Process Customization
Decision: Will different fields or questions be shown to different types of candidates (for example, internal vs. external, or by job location/country), and what is the process for configuring these variations?
Why it is critical for implementation: Customizing the application process based on candidate type or legal jurisdiction ensures candidates see only what is relevant to them. This not only improves candidate experience but also supports compliance with regional regulations or specialized internal requirements.
Example: A global company can ask for mandatory tax identification only in regions where it is legally required, or show additional skills questions to internal candidates for succession planning.
4. Candidate Search & Selection Accessibility
Decision: Who will have permission to search for, view, and take actions on candidate profiles and applications throughout the selection process?
Why it is critical for implementation: Setting appropriate permissions ensures sensitive candidate information is protected, while empowering the right people (such as hiring managers or recruiters) to effectively review, communicate with, and advance candidates.
Example: Only recruiters have access to the full candidate pool, whereas hiring managers can only view applicants for their own job requisitions, ensuring confidentiality and role-based access.
5: Structuring the Candidate Application Process
Decision: Will the Candidate Application require a completed Candidate Profile beforehand, or will fields be collected during the application process?
Why it is critical for implementation: Structuring the Candidate Application process is essential for balancing user experience with data collection needs. Requiring a Candidate Profile upfront ensures consistency in data collection, while allowing applications without a profile (e.g., via Quick Apply) can improve candidate experience and attract more applicants for high-volume roles.
Example: A retail company implementing Quick Apply allows candidates to submit basic application details (e.g., contact information and résumé) without completing a full Candidate Profile, reducing application time. In contrast, a consultancy firm requires all candidates to complete detailed Candidate Profiles before applying to ensure qualifications and skills are captured upfront.