In the General settings, you need to go into Integrations tab and link your account to the selected job services. You need to choose which partner you want to integrate with (Work.ua, Robota.ua, Headhunter.ua or PeopleProspector) and enter your data from the account. You can link several accounts from one website.

Next step, it's crucial to customize all aspects of the Recruit settings. Begin with the following key configurations:

In this tab you can set up a Career Site where will be shown automatically all the created vacancies in PeopleForce. By default, all vacancies in the "Open" status will be displayed on the page of the career site.

You can read more about setting up a Careers site here.

Next is a very important tab that you need to set up is Pipelines. Here you can create multiple vacancy funnels. You will need this in order to use different Pipelines for different categories of vacancies. One category can have 5 stages of pipeline and another one - 10.

When creating a pipeline, you can also choose the “Default” option which means that this vacancy funnel will automatically apply to the new vacancy (you can change the pipeline before saving vacancy).

When you create a new Pipeline, you shall add stages there. You can delete, edit, and move them..
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Also, when creating stages, it is important to indicate the types.
We have 4 types that are available in the system:

In order to track the recruiter's activity in the Recruit reports, it is necessary to use the Interview and Offer types. After the recruiter sends an invitation for an interview or a job offer via the candidate's card in the system, these actions will be automatically added to the report. The "Hired" type will affect the Hiring Plan as well as the metrics of other reports in the PeopleRecruit section.

Time limit (days): you can use it if you want to actively promote candidates by stages.
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After a specified number of days, the hiring lead will receive an email with the list of candidates who are still staying in the same vacancy stages without any actions.

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The Scorecard is a post-interview feedback tool that you can obtain from your interviewers.

To create a Scorecard, you should provide it with a name and add questions. These questions can come in various types, and comments are added automatically to all of them.
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Once a question is saved in the scorecard, you can easily edit, delete, add new questions, and even reorder them through a simple drag-and-drop method. This gives you the flexibility to tailor the Scorecard to your specific needs.
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More about submitting the scorecard read here.

GDPR regulates the handling of personal data stored both on electronic data carriers and in other forms. According to the rules of the Regulation, personal data is all data relating to a specific person by which he or she can be identified (name, IP, e-mail address, etc.).

GDPR will be useful for companies that want to obtain consent from candidates for the use of their personal data.

You can enable it once and customize the request. When you add a candidate's personal data to your database, you can ask for their consent via an automated email.

More about GDPR settings read here.

The next tab in the settings is Disqualify reasons. When you need to reject the candidate, you can choose for what reason they are disqualified from the vacancy. Without these settings, you will not be able to reject a candidate for a vacancy.

You can read more about setting up a disqualify reasons here.

Next, in the Sources tab, you can add any sources, and they will appear in all the filters of the Recruiting module. It can be social networks (Facebook, Twitter, etc.), job sites, recommendations, etc. You can put in any sources you want.

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Works the same like Email templates, then choose and send them when you create an interview with the candidates. Also, you can use placeholders here.

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You can create candidates' CVs in the form you need them (if you want to transfer candidate data further or you need to save it to your personal database).
With the help of available Placeholders, the fields from the candidate's card will be automatically pulled into the document that is generated in the candidate's profile.
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This can usually be used for Outstaffing companies if they want to send resumes with their own templates.

Offer templates are a powerful tool for promptly sending offers to candidates directly from the system. To create one, you'll need to provide a name for the Offer Template, craft the content, and if desired, use Placeholders to add personalization .

You also can add a cover letter template, which comes with the offer.
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To delve deeper into creating and using offer templates, you can find detailed information in this article.

In the system settings, you have the flexibility to incorporate custom fields for a vacancy if the existing ones do not meet your specific needs. When you decide to create a new field, you can choose its type and indicate whether this field is mandatory or optional.

These same settings are applicable to Candidate fields as well. You have the freedom to add, modify, or remove Candidate fields. Additionally, you can enable or disable default fields. When introducing a new field, it's essential to define its type, provide a name, and include a Help field if it's necessary.

Next, there are two tabs on vacancy tags and applicant tags. You can add multiple tags to vacancies. You can then also filter and group vacancies by these tags. The same goes for candidates, with exactly the same logic, you can add the entire database of tags and assign them to the candidates.
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There will be your custom filters and a comfortable way to find candidates with your own criteria.

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