Reviewing Candidates and Providing Feedback
If you’re collaborating with a teammate on a job requisition, or you need a hiring manager to approve candidates before outreach begins, you can assign a Reviewer to the job.
Reviewers can:
- approve candidates
- reject candidates
- leave feedback
- move candidates to a more appropriate job or campaign
Providing detailed feedback is one of the most important parts of the review process. The more context you give on why a candidate is a good fit or not a fit, the easier it becomes for Recruiters and Sourcers to send stronger candidates over time.
Detailed feedback helps Sourcers send better candidates and reduces the amount of time you spend reviewing.
Before you begin
To review candidates, the job must have at least one Reviewer assigned.
For instructions on assigning a reviewer, see Adding and Removing Reviewers in Jobs.
Review candidates in a job
Step 1: Open your review queue
From the dashboard, go to the Jobs tab and select Review.
Step 2: Select the job
Find the job you want to review, then click Review [x] candidates on the far right side of the page.
Understanding the review tabs
At the top of the review page you will see several tabs that organize the candidates in your review queue.
For approval
Shows outbound candidates sourced to a job where you are assigned as the outbound reviewer.
Applicants
This tab shows candidates who applied through your ATS and were pulled into Humanly. Find more info here.
Open requests
Shows candidates you sourced for another reviewer. From this tab, you can nudge the reviewer, which sends an automated reminder email asking them to review the candidate.
Step 3: Review each candidate
From the review queue, you can:
- Approve a candidate
- Reject a candidate
- Move a candidate to a more suitable job or campaign
What happens next
- Approved candidates will be processed by Humanly and outreach will begin
- Rejected candidates will not be contacted
Providing detailed feedback for each candidate
Select the drop-down arrow next to the "Send" or "Reject" button and select a reason for approving or rejecting.
While there are shortcuts you can use when leaving feedback, explaining your reasoning behind your decisions will help those sourcing sharpen their search criteria and provide you with more quality candidates that may require less time to review, if any at all.
Approval options
- Edit messaging - This option allows you to edit the First Message in the outreach to that particular candidate.
- Leave Feedback - This option allows you to write a plain text message. When approving a candidate, it is a great idea to leave a short explanation of what you liked about that candidate so that Sourcers can look for similar qualities in other candidates.
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- Move to another job - This option allows you to redirect the candidate to a job or campaign where they may be a better fit.
Rejection Options -
If your ATS is integrated we will automatically pull your ATS rejection reasons and populate those as options. If there is no ATS connection, we will display a list of generic and freeform options.
Generic Reject options include:
Not enough experience
The candidate does not have enough years of experience for the role.
Too senior
The candidate has more experience than the role requires.
Current company or industry is not a good fit
The candidate’s current company or industry background does not align with the role.
Employment gaps or job-hopping is a concern
The candidate has missing job history or frequently stayed at companies for less than one year.
Have already talked
You or a teammate have already connected with this candidate.
Leave Feedback
Add a plain-text note with more detail about why the candidate was rejected. This helps Sourcers avoid sending similar profiles in the future.
Best practices for better candidate recommendations
When reviewing candidates, try to give specific feedback whenever possible.
Helpful feedback includes:
- what experience stood out
- what was missing
- why the profile was too senior or too junior
- whether the company background was a fit
- whether the candidate matched the role requirements
The more specific your feedback is, the better Sourcers can refine their search criteria and send higher-quality candidates.