Recruiting with Rekruti

1. Getting started

Recruiting in Rekruti happens on the Recruitment page: your job openings, and for each one the people who applied. Applicants are profiles in Rekruti like your candidates and contacts, with the title of applicant, so you also find them among your people.

Résumés reach Rekruti through your recruiting agent, which Rekruti sets up with you:

• By email, at the address of the agent’s email channel. See the email guide.
• Through the job form on your careers page. See the job form guide.

2. Job openings

The Recruitment page lists your job openings, with the number of applicants and the status of each. Search them by name, or filter them by status.

Click + to create an opening, then open it to see its description, its selection criteria and its applicants.

Write a complete description

The description is what your agent knows about the job. It is used to place the applicants who do not name a job, to judge how relevant each résumé is, and to evaluate each applicant on your criteria. What the description leaves out, your agent cannot know: a short or vague description gives applicants on the wrong opening and weaker evaluations. Take the time to make it complete, as you would for the best job posting you ever wrote:

• The role — what the person does day to day, who they work with, who they report to.
• The requirements — training, experience, licences, languages, physical demands; what is required and what is a plus.
• The schedule — full or part time, days and hours, evenings, weekends, on call, temporary or permanent.
• The place — address or area, remote or on site, travel, parking or public transit.
• The conditions — pay or pay range, benefits, training offered, start date.
• The client or your agency — what the employer does, and what makes it a good place to work.

You can paste the text of your job posting, then complete it. Change the description whenever the job changes; Evaluate again applies it to an applicant already received.

Only Opened openings receive the applicants who do not name a job, and only they are listed in the job form. Set an opening to Opened once its description and criteria are ready, and to Closed when you stop hiring.

3. Selection criteria

The criteria are what your agent checks in each résumé: a diploma, years of experience, a driver’s licence, a language. Add them in the selection criteria of the opening.

Adding or changing criteria applies to the next evaluations; use Evaluate again on an applicant to apply them to someone already received (see section 5).

4. Receiving applicants

Applicants arrive in three ways:

• By email — whoever sends their résumé to your agent’s address becomes an applicant.
• Through the job form — the applicant picks one of your opened jobs, or applies spontaneously, and attaches their files. Your agent answers them by email.
• By hand — on an opening, add an applicant and drop one or more files in Résumés. From the Recruitment page, Add Applicant also lets you pick the Job, or leave it empty for the best match.

Your agent then does the reading for you:

• It sorts the attached files: résumé, cover letter, certificates and licences. Anything else is left out.
• It takes the applicant’s name, email, phone number and city from the résumé. Someone who applied before is recognized, rather than added twice.
• When no job is named, it places the applicant on the Opened opening that best matches their résumé.
• It evaluates the applicant against the criteria of the opening.

A file received twice is kept only once.

5. Reading an evaluation

The Applicants of an opening lists everyone who applied:

Relevance and Score measure two different things:

• Relevance compares the meaning of what the applicant sent — their résumé, cover letter and certificates — with the meaning of the opening. It measures how well the applicant fits the job as a whole, even when they use other words than yours: a cashier and a sales associate are close, a welder is far. It is a first, quick read of the fit, and also how your agent picks the opening of an applicant who names none.
• Score is an evaluation, criterion by criterion, of what the résumé shows: each criterion met earns its points, with the reasons given in the evaluation.

An applicant with a high Relevance and a low Score presents well for the job but misses some of your criteria; the opposite may mean a résumé that meets your criteria but says little about the job itself. Both depend on a complete description.

The evaluation shows:

• Global score — the points earned out of the points possible.
• Mandatory, Preferred and Nice-to-have Qualifications — each criterion with the points earned and, in a few words, why: what the résumé says, or does not. Not evaluated means the evaluation has yet to run.
• Notes and Tasks — your team’s.
• Documents — the résumé and the other files.

Your notes count: when you add or change a note, such as Has his forklift certificate, confirmed by phone, the applicant is evaluated again with it. Evaluate again does so right away, for instance after you change the criteria.

The score helps you sort; it does not decide. Read the reasons of the applicants you call, and of those you set aside.

6. Following up

The actions of each applicant, in their row:

• Edit — the applicant’s details.
• Make Candidate — turns the applicant into one of your candidates, once you decide to work with them.
• Task — a call to make, an interview to plan.
• Tags — such as Interview or Reference check, to mark where each applicant stands.
• Note — what you learned: an interview, a reference, a call.
• Delete — removes the applicant from the opening. A deleted applicant can be restored for a while, then is erased for good, documents included.

7. Privacy

A résumé holds personal information, and deleting an applicant erases their documents too. Keep only what you need, and delete the applicants of closed openings once you no longer need them. See our privacy policy.

8. Tips and troubleshooting

• Try it — create an opening with two or three criteria, set it to Opened, and email a résumé to your agent’s address. The applicant appears within a few minutes.
• An email with no applicant — the résumé must be attached to the email, not a link to it.
• An applicant on the wrong opening — check that the right opening is Opened, and that its description says what the job is.
• Surprising scores — make each criterion’s description precise, and add a note with what the résumé does not say.