Hiring process and placement oracle

Once a candidate is referred (and potentially ranked during the vetting process), clients determine which of the candidates they want to interview.

Interviewing consists of a set of practices to determine whether a candidate is a fit for the role or not, and might include:

  • Asking candidates to take a test;

  • Speaking with candidates in real life or over a video call;

  • Doing reference checks;

A client has two options at this stage:

  • Interview a candidate. The client is interested in a candidate and would like to interview them. By marking the candidate as ‘interviewing’, the email address (or other means of communication) is revealed to the client, so they can reach out to set up an interview.

  • Reject a candidate. The client is not interested in moving forward with this candidate. Optionally, the client can leave a feedback message that is readable by the referrer and / or the candidate.

It’s in everyone’s best interest to have clients express an interest in candidates as soon as possible. Clients with a track record of making timely hiring decisions will be favored by candidates and referrers. This data ultimately determines the ‘client reputation’, and is a proxy for how well a referrer’s (or vetter’s) effort is spent helping to fill this client’s roles.

For candidates that are interviewed, the client has the following options:

  • Hire: the candidate gets hired for the role.

  • Reject: the candidate turns out to not be a fit and is no longer considered.

  • Transfer: the candidate is not a fit for this role, but might be a fit for another role. There’s two options in this case:

    • Transferred to a role listed on Job Protocol: in this case, a new backdated referral is made for this candidate for the other role. The referrer is now eligible to earn the bounty of the new role and no longer the bounty of the old role.

    • Transferred to a role NOT listed on Job Protocol: in this case, the referrer is eligible the lowest of the bounty of the old role and 15% of the yearly salary of the new role.

  • Hold on: the candidate is not fit for the current role, but the client would like to consider them for a future role.

In our own frontend, we are building integrations with the ATS systems of the client to make it easy to sync the information between the client’s ATS and the protocol.

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