Recruiting guide
Ask for a useful candidate profile without creating another obstacle.
Make each request relevant to the role and worth the candidate’s effort.
A request for more information competes with the candidate’s time, attention, and trust. Explain what the next hiring decision requires and ask only for the information that helps make it. The candidate should understand why the request matters before starting.
Define the request before choosing the format.
Which role requirement remains unclear? What could the person provide to clarify it? Who will review the response? A narrow question produces a more useful profile than a generic instruction to “complete everything.”
For a customer implementation role, the team might ask for one example of coordinating a launch and one example of explaining a technical constraint to a customer. Those requests connect directly to the work. A long collection of unrelated skill ratings does not serve the same purpose.
Give candidates a clear invitation.
We’d like to understand your experience coordinating work across teams. Please share one relevant example, describe your own contribution, and include supporting material if you can share it. You can explain an example from another setting. We’ll use it to prepare our next conversation.
Add the actual deadline, expected effort based on your tested process, reviewer, and contact for assistance. Do not promise a short completion time until you have observed it with people using the workflow.
Offer control over the response.
- Explain what information will go to the recruiter or hiring team.
- Allow the candidate to review and correct the account before sharing.
- Tell them what to do if an example contains confidential material.
- Offer an appropriate alternative for access or format difficulties.
- Explain what happens next and how to raise a question.
Return value for the effort.
A candidate’s work should help them articulate experience beyond this application. A reusable, person-controlled profile can make that contribution valuable even when this particular opportunity does not work out. Reuse must still respect the sharing choices and purpose of each relationship.
Gobekli’s intended recruiting flow connects a role-specific request with guided TalentPass profile building. Current recruiter access and supported request workflows require confirmation. Start by scoping one invitation, a small set of relevant questions, and the review that will follow.
Bring one recruiting question.
Explore the recruiting workflow and discuss what a useful first engagement could include.
TalentPass is in public beta. TalentSync Recruiter is in development. Review current availability.
