Q. What is the purpose of the screening call?
A. The screening call is the first substantive interaction with a candidate to determine if they have the necessary experiences and competencies to be considered a viable candidate for the search.
Q. How should I log activities related to candidate interactions?
A. Log all activities related to candidate interactions, including outreach, interviews, and scheduling. Use the appropriate activity types such as calls, emails, and screening notes to ensure all information is captured accurately.
Q. What are the different types of activities I can log?
A. You can log various activities including:
- BD Meetings: Business development meetings.
- Outreach: Phone calls, emails, texts, LinkedIn messages.
- Client Meetings: Scheduling and details of client meetings.
- Interviews: Internal and external interviews.
- Feedback: Client, partner, and candidate feedback.
- Notes: Screening notes, professional notes, personal notes, etc.
Q. How do I log a screening note?
A. To log a screening note, select the activity type "Note" and mark it as a "Screening Note." Enter all relevant details from the screening call to capture the candidate's information.
Q. How can I ensure my screening notes are not accidentally published to clients?
A. To prevent accidental publication, clearly mark screening notes as "Internal - Do Not Publish" in the first line. This helps avoid them being shared with clients inadvertently.
Q. What are some best practices for logging activities and notes?
A. Here are some best practices:
- Log all interactions and activities with candidates.
- Use specific activity types and note categories to organize information.
- Regularly update and review activity logs to ensure accuracy.
- Share useful workflow tips and practices with the team to improve efficiency.
Q. Where can I view the activity history for a candidate?
A. The activity history can be viewed in the candidate's profile under the "Activity Log" section. You can see recent activities, milestones, and other logged information.
Q. What are milestones and how do I log them?
A. Milestones are significant events in the candidate's journey, such as scheduled interviews. To log a milestone, enter the activity details and check the "Milestone" box to ensure it is tracked.
Q. How do I rate candidates on experiences and competencies?
A. Rate candidates by going to the "Fit Score" tab in their profile. You can rate their experiences and competencies based on predefined criteria and add comments for further context.
Q. Is guidance available on how I assess my candidate(s) against the Competencies?
A. Yes, we have documentation available to help you develop an effective line of inquiry for competency-based assessment. Available on the Learning Hub,
Q. What is the Candidate Details Report?
A. Formerly known as the Candidate Fit Profile, the CDR is generated and sent to the client before the interview.
Q. What information does the CDR contain?
A. Personal Information, Employment Chronology, Decision Style with narrative, FQ Scores on Experience and Competencies (with Partner comments), Compensation and Additional Information (Published bio, Professional notes, Personal information, Strengths, Concerns, Recommendation).
Q. How is the candidate’s Decision-Making Style shown in the CDR?
A. It is displayed visually and shows where the candidate makes decisions and also offers the client an analysis.
Q. Can any information be hidden from the report if not needed or used?
A. You can untick “Published” to hide sections which will prevent them from appearing in the CDR and any other reports generated for the client.
Q. How do I generate candidate reports?
A. Generate reports by clicking on the action column (three dots) in the candidate grid and selecting "View Candidate Reports." Choose the type of report (e.g., Candidate Details Report) and format (e.g., PDF) to generate and download the report.
ATHENA – Understanding the Candidate’s Decision Style
Q. What is ATHENA?
A. Taken by the candidate it gives additional insight into their decision-making style via their opinion on 24 statements.
Q. How is the candidate’s decision-making style captured?
A. By inviting the candidate to complete ATHENA, we will have an insight into their decision-making style. There are 13 possible outcomes, each with its own descriptor. Available on SharePoint.
Q. Can the decision-style be determined by the Partner without the candidate taking ATHENA?
A. No, the Partner will still evaluate the Competencies and rate on Experiences without ATHENA, but the decision-making style (via taking ATHENA) needs to be generated for presented/finalist candidates.
Q. Is the candidate required to take ATHENA?
A. Yes, for them to show comparatively in the against other candidates’ Decision-Making Styles.
Q. How do I send an invitation for ATHENA?
A. To send an invitation for ATHENA, go to the candidate grid, click on the action column (three dots), and select "Send Invite to Athena." Choose the language and send the invite.
Q. Does the candidate receive a report?
A. Yes, they will receive a detailed analysis of the decision-making style via an email report as soon as they have completed ATHENA. This can also be downloaded from their contact record on IGNYTE
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