On October 10th, 2024, Screenloop released the following features:
Self-scheduling link automation
CV parsing
Job requisitions
Candidate anonymisation
1. Self-scheduling link automation
With our new self-scheduling feature, you can easily streamline interview scheduling by allowing candidates to pick a time that works best for them based on your availability. This will save you time, eliminate back-and-forth emails, and enhance the candidate experience. Here’s how you can make the most of this feature:
1. Define an Interview Template
Before setting up a Self-Scheduling link automation, you must first create an Interview Template, as it is a required field. To do this, go to Settings > Interview Templates under the Customisation menu.
Once you’re in the Interview Templates section:
Give your template a name;
Select the participants;
Define the following:
Interview duration
Video conferencing system
Scheduling from
Date Range
Timezone
A custom Email Template can also be created for this automation. For more details on how to build one, please refer to this guide: Creating Your Email Templates.
2. Set your automation within the job
To create an automation, enter edit mode for the job and navigate to step 4: Job Workflow. Enable the Job Workflow Automation toggle.
After enabling it, you’ll be able to select the desired automation — in this case, Send Self-Scheduling Link — and fill in the following conditions:
Email Template: Choose the email template that will be sent to candidates. If none is chosen, we will send our default Self-Scheduling template.
Interview Template: Select the interview details based on the template you created in the previous step.
Stage: Specify whether the automation applies to all stages or just one.
Delay Days: Define whether the automation is triggered immediately after the conditions are met or if it should wait a specific number of days.
3. Track Automation with the Job Pipeline Trigger Icon
Use the Job Pipeline Trigger icon to see which stages of your pipeline have configured automation, ensuring you can track and manage each step efficiently.
2. CV parsing
Our CV Parsing feature is designed to simplify and accelerate your recruitment process by automatically extracting key candidate information from CVs. This allows your team to focus on assessing qualifications rather than manual data entry, ultimately creating a smoother candidate experience. Whether you’re building profiles manually or receiving applications through your careers page, this tool enhances both efficiency and effectiveness.
CV parsing is enabled by default when manually creating candidates. However, if you’d like to enable it for your careers page as well, please contact our CSM team.
Follow these steps to get started with the CV Parsing feature:
1. Upload the Candidate’s CV
Begin by uploading the candidate’s CV, while manually creating a candidate profile:
Please note the allowed file formats and sizes.
Also, the more details/information the CV has, the longer it may take to parse the information.
2. Automatic Data Extraction
Once the CV is uploaded, the parsing feature automatically extracts key information such as contact details, education history, and work experience, organising it into the candidate’s profile.
3. Review and Edit Extracted Information
After parsing, review the extracted data. You can make any necessary adjustments to ensure the candidate’s details are accurate and complete.
4. Candidate Profile Creation
With the information extracted and reviewed, the candidate’s profile is ready to be submitted, allowing your team to quickly access their qualifications and background without additional data entry.
The same flow applies when using this feature on the Application form of your careers page. For more information, please reach out to our CSM team.
3. Job Requisitions
Job Requisitions streamline the process of creating and managing job openings, requiring teams to provide essential information before positions are created.
The customisable Approval Flows ensure that every requisition goes through a structured review process, ensuring alignment with your organization’s hiring strategy.
Follow these steps to effectively manage job requisitions:
1. Enable the Job Requisitions feature
A new menu option called Requisitions is now available under Settings > Organization. Here, you can enable the Job Requisition feature for your Screenloop account and specify whether it is mandatory, meaning that jobs cannot be opened without an approved requisition.
2. Define the Approval Flow
Once Step 1 is complete, you can proceed to set up an Approval Flow. To do this, navigate to the new Approval Flows option in the menu, located under Settings > Customization.
After clicking the ‘Add Approval Flow’ button, you will be presented with a form to fill out with:
Approval flow
Name for the Approval flow
Assign to: Organisation, Location or Department
Please note that the first flow created will always be assigned to the organisation by default and only then can flows be created for Locations and Departments.
Approval Steps
Define as many approval steps and approvers per step. This involves selecting the key stakeholders who will be responsible for reviewing and approving job requisitions at each stage. Ensure the flow reflects your organization’s decision-making structure and hiring needs.
3. Initiate a Job Requisition
Once the Approval Flow is established, your team can proceed to create a new job requisition. To do this, navigate to the Jobs page, where you will find a new option labelled Job Requisition. Here, you can add a job requisition and will be prompted to enter essential requisition and job details:
Requisition Details
Requisition Name / Job Title
Requisition ID (auto-generated)
Requisition Owner
Planned Start Date
Reason
Document Attachment
Description
Job Details
Department
Employment type
Hiring Manager
Job Openings
Location
Working Model
Annual Salary Range
Currency
Approval Flow
In this final step, you can confirm the approvers who will review this job requisition.
4. Submit for Initial Approval
Once the job requisition is created, it will automatically be sent via email to the first stakeholders in the approval flow or it can also be viewed via the Job Requisitions list.
As the requisition progresses through the approval flow, each designated stakeholder will assess it and either approve it or reject it. If a requisition is rejected, a reason must be provided.
5. Final Approval and Job Creation
Once all stakeholders have reviewed and approved the requisition, the job opening will be ready for official creation and posting. The person responsible for opening the job will be notified via email, allowing them to initiate the job creation process with some information already pre-filled.
4. Candidate anonymisation
The Candidate Anonymisation feature allows you to conceal personal details—such as names, gender, and contact information—during the recruitment process. This ensures that hiring decisions are made based solely on a candidate’s qualifications and experience, reducing unconscious bias, promoting diversity, and fostering a fair and inclusive hiring environment.
1. Enable Candidate Anonymisation
A new option has been added to all stages of your Job Workflow. To enable or disable it, simply navigate to the desired stage while creating or editing an existing Job Workflow, and toggle the ‘Does this stage include Anonymized Candidate Screening?’ question to Yes or No.
Please note that Candidate Anonymisation and Interviews cannot be included in the same stage.
2. Conduct Your Hiring Process
Proceed with the recruitment process as usual. All candidates’ personal information will be anonymised.
This can be viewed on:
Your Job Pipeline
Where candidates' names will be anonymised for the stages in question.
Candidates' Profile
Candidates' information will be anonymised until it remains in a stage that has anonymisation enabled.
Bulk Review Candidates
When bulk reviewing candidates that are in stages with the anonymisation enabled, their information will also be anonymised, including the CV.
