Set specific categories and criteria for each job vacancy. These criteria will be helpfully displayed for each vacancy manager to mark off against each individual application.

Keep your equal opportunities data linked with the form when you need to see it, but keep it hidden from managers shortlisting for a vacancy to ensure impartiality. Export your equal opportunities data when required.

As soon as an application is submitted, it's available to shortlist. No need to wait until all applicants have applied and the closing date has passed before shortlisting. Start working through applicants as soon as you can, and save yourself the mountain to process just after the closing date before the interview date.

Select multiple vacancy managers for each job vacancy. Choose from an unlimited number of managers. Each vacancy manager will be responsible for assessing the candidate's application against the defined criteria.

Select the HR representative to check and approve the vacancy. The HR representative has oversight over the whole application process and can check in and see the progress at any point. As well as completing the application by confirming the shortlist, sending interview invitation emails and reference requests.

Send reference requests before interview (if allowed by candidate), and the interview invitation emails all within the system. Use a custom template email to speed up the process and manage this mass email send centrally.