Workable Flash Cards

What should you do if a candidate never gets back to you/ghosts us?

Disqualify (DQ) them. Bonus points: Reasoning is unable to contact candidate.

If a candidate is a B candidate when evaluating their application, what bucket should you put them in?

2nd Cut.

How do you know if a candidate has applied to an opening at New Home Star before?

Above the candidate's profile section with their resume, Workable will show you which jobs in the past that a candidate has applied for. It will say something like "Also sourced for New Home Sales Associate (about 4 years ago)," and the job titled will be bolded. You can click on it, and then see the timeline/evaluations from the previous application to see what happened before. When you look at candidates' previous applications, you can see people who never responded to us, people who interviewed poorly, people who were no longer interested in the role, and even people who previously work for New Home Star and left for some reason. You can determine how to move forward with a candidate after reading these notes, but you can always reach out to Michelle, Jean, Ryan, or Natalie to get our opinion if you're unsure. You can also reach out to Paola to see what previous team members of New Home Star left in the first place, and if they are eligible for rehire.

After you interview a good candidate that you want to move forward with, what do you immediately do?

Click the assessment button to send the Criteria Corp assessment to the candidate, and then send the #2 email template to the candidate as well. Then add your evaluation notes to workable, and tag the next touch.

If a proactive reach out from Indeed indicates that they are interested in a role, how do you upload them to Workable?

Download a PDF of their resume, upload their resume to the Sourced bucket of the job pipeline, and then tag the candidate with #proactivereachout #indeed. From there, you can assess the candidate as normal.

What should you do if a candidate lets you know they are no longer interested in the position, or have taken a job elsewhere?

Email them to thank them for the update (Candidate Withdrew/Declined Interview), and then disqualify (DQ) them. Bonus points: You can ask them for the reasoning to gain better insight as to why they are no longer interested.

How do you clone a job?

Find the role you want to clone, click the meatballs on the top right of the pipeline, and from that dropdown click on "Clone Job".

After the local team conducts the 2nd interview, they will upload their notes into Workable. If they recommend moving the candidate forward to the 3rd interview, what should you do?

If there is another local/final touch after the 2nd interview, then you should tag the next interviewer in a comment to ask them to schedule the final interview with the candidate. If the 2nd interview is the last touch, then you should reach out to them to confirm if they want to make an offer to the candidate or reject them at this time.

What is the difference between emailing a candidate through Gmail versus in Workable?

If you email a candidate in Workable, then your email will be saved in the timeline of communication. If you email a candidate back in Gmail, then your email will not be automatically included in that candidate's timeline/profile in Workable. You would need to click on the import communication button at the beginning of the timeline in Workable.

What is the Talent Pool?

It's a collection of candidates that we are open to considering in the future. If a job ad closes, we can add candidates to the TP and reach out to them when another opening in their area becomes available. We can do the same for newly interested candidates when we don't have any current openings available in their area. The TP is a great way to keep their contact information/candidate information active, and send them newsletters to keep in contact.

When you clone a job ad, what details in the job description/behind-the-scenes do you typically change or add?

Job location/division, add a specific requirement to the description (like new home sales experience, bilingual, etc), add those related qualifying questions to the application question section, add the local hiring team members to the Workable ad.

If at any point after you or another team member interviews a candidate and do not wish to move them forward, what should you do?

Move the candidate to the Rejected bucket, where they will receive a rejection letter after about a week.

If you hire one candidate, does that always mean that the other candidates should get a "Position Closed" email and that the job should be taken down in Workable?

Not always! If the division has multiple needs then the pipeline should be kept active and the other candidates should move forward as normal. After someone is hired, it's a good idea to check with the director to confirm that the need has gone down by one, in case there's a shifts in their openings.

What is the difference between a Published, Inactive/Unpublished, and Archived job ad?

Published - job is actively posted to our 17 job boards, and able to receive applicants at any time. You are able to interact with candidates while they are in the pipeline. Inactive/Unpublished - job is not posted to any job boards, so we will not receive any new applicants to the opening. You are still able to interact with candidates that are already in the pipeline. Archived - job is not posted to any job boards, and does not have any active candidates in the pipeline. Archived roles are openings that have been filled or are no longer needed. A pipeline first needs to be made Unpublished before it can be Archived.

What buckets should have the "Candidate Scorecard 2022" available to use?

Recruiting & OD, Local Team, Sales Leader/Builder

What should you do if a candidate frequently emails you asking for updates and checking in?

Respond and let them know you are connecting with the local hiring team and as soon as you can to determine the next steps. Once you have the details/next steps confirmed, you will reach out to the candidate with the update. If it's taking a bit of time to confirm the next steps or get the next interview to reach out to the candidate, you can say something like "I apologize for the delay in this process, but we appreciate your patience and understanding with this process!".

After the candidate completes their pre-employment assessment, what is the next step from there?

Send the #3 email template to the candidate, and move the candidate to the local team bucket. If appropriate, reach out to the next touch to see if they have reached out to the candidate.

If a role closes for any reason (like shifting needs or just hiring someone) what should you do for the remaining candidates that are still in the pipeline?

Send them the "Position Closed" email template. That will inform them of the closed role, and also invite them to join our Talent Community.

What bucket in the pipeline is for interested proactive reach outs and referrals?

Sourced.

If you haven't seen an update in Workable from any of the local interviewers after a couple of days, what should you do?

Tag the person in a comment asking if they were able to schedule/meet with the candidate. If they don't respond to that, we can text them directly or the director to check in, or even email the person. If that does not work, then we can reach out to Michelle and Melissa.

What is the difference between the comment button and the evaluation button?

The comment button is primarily for providing updates to and communicating with the local hiring team about the candidate. You can tag as many people as you like in comments, and even attach a document to the comment as well. The evaluation button is to put in your thoughts about a candidate after interviewing them. You can rate them with the candidate scorecard, and include the specific notes from their responses. You can also tag people in the comments, but you cannot attach files/documents to it. Both comments and evaluations can be edited after originally submitting them.

When you submit your evaluation, who should be tagged in the beginning of your conclusion paragraph?

The director of the division that the opening is for.

When you clone a job ad, what details in the job description/behind-the-scenes do you typically keep the same?

The job title, job description, general requirements, application questions (regarding RE license, working weekends, having transportation, and relocation), if they know anyone within NHS.

Before reaching out to a potential proactive reach out candidate, what should you do?

Type their name into Workable to see if they have applied before. Also, make sure they are not in a folder in a respective sourcing site.

When can you put a candidate in the Offer bucket?

When the director has officially submitted the NHRF for a candidate.

When can you put a candidate in the Hired bucket?

When you see that the candidate has signed their offer letter on the Onboarding and Offboarding Tracker Google sheet.