Referrals, Hiring Reports & Policies

This page describes submitting and following a referral, the figures in the hiring reports and the Hiring policies page. Recruitment is included from the Team plan. This page is part of the reference Recruitment & Hiring.

What It Does

• Submitting a referral. First name, last name and email address are required; a phone number, a recommendation and a CV (PDF or DOCX, up to 5 MB) are optional. The person is added to the pipeline as a candidate with the source Referral.
• Following progress. A referrer sees only their own referrals, and only the name, role and stage, not the candidate’s file.
• Hiring reports. Headline figures, the pipeline funnel and stage-to-stage conversion, efficiency, offers and source effectiveness, for a period you set or for all time. The figures cover only the candidates the viewer may see.
• Downloads. The conversion and source tables each have a CSV download, and the whole report can be exported or printed.
• Hiring policies. Two settings: the rule that asks for all interview scorecards before an offer, and candidate data retention, which is off until you set it and, when set, removes candidates who were not hired after the period you choose.

Internal Referrals

My WorkInternal Referrals (the page is headed “Employee Referrals”) lets anyone who has been given access to referrals put a person forward for an open role and follow what happens, without access to the candidate pipeline.

Hiring Reports

The “Reports” tab of HR & TalentRecruitment Overview shows how hiring is going. Set a “Period” to limit it to candidates from those dates, or leave it empty for all time. The figures cover only the candidates the viewer may see, so a recruiter who does not manage all of recruitment gets a report of their own candidates.

• Headline figures. “Total candidates”, “Open requisitions”, “Avg time-to-hire” and “Hired this month”.
• “Pipeline funnel” and “Stage-to-stage conversion”. How many candidates reached each stage and how many went on to the next.
• “Efficiency”. The bottleneck stage, average time in a stage, how many candidates are stalled, and the hire rate.
• “Offers”. Accept rate, average time to accept, offers extended and offers awaiting approval.
• “Source effectiveness”. Candidates and hire rate per source.

The conversion and source tables each have a CSV download. “Export JSON” saves the whole report and “Print / PDF” opens the browser’s print view.

Hiring Policies

The “Hiring policies” page is opened from HR & TalentTemplates with the link “Hiring policies (retention, scorecard gate) →”. It holds two settings: the scorecard rule described under Offers, and “Candidate data retention”, which is off until you set it (candidates are then kept indefinitely) and, when set, removes candidates who were not hired after the period you choose. Both are changed by people who manage recruitment or the instance’s security settings. The guide Hire someone describes the retention card.

If something here is not working as you expect, start with When something goes wrong.

Routes, Permission Checks And Refusal Codes

Where the sections above say “a person who manages recruitment” or “is refused”, this is the permission that is checked and the answer the API gives. Paths are written as in the API reference.

Referrals, Reports And Hiring Policies

GET and POST /recruitment/referrals take view_referrals | manage_referrals; the POST is multipart with an optional resume file. Referring someone who is already a candidate for that role answers 409 with the code CANDIDATE_ALREADY_EXISTS, and a role that no longer exists answers 404 JOB_NOT_FOUND when a CV is attached. The report data comes from GET /recruitment/reports/hiring (optional from and to dates), open to manage_recruitment | view_recruitment | review_executive_packet; without manage_recruitment the figures cover only the candidates the caller may see. The two hiring policies are changed by holders of manage_recruitment or manage_security.