Post all your questions and discussions about recruiting with Personio here.
- 57 Topics
- 127 Replies
Hi, I want to give our external Recruiters (Headhunter) access to Personio so the can upload profiles etc.and so this can also be reflected on our reporting's. I understand there are two options for this:Option A: Create a separate recruiting channel for each external recruiter. Option B: Create a separate employee profile in Personio for each external recruiterHowever, for Option A: we would not be able to communicate within Personio with the external recruiter and give them feedback on the profile. Because the can only upload the profile. And for Option B: The external recruiter would have to be assigned to the position and even with very restricted access/viewing rights, they will still be able to see how many applications coming in and also the names of the candidates, which is not ideal from a Data security perspective. Is there any way, we can work around this? The ideal solution would be to create a separate employee profile but only with viewing rights on the profiles they hav
Hey, how can assign a candidate profile in the recruiting module to an existing employee profile?I.e. I dind't create the new employee profile in the "accepted" stage but through the normal flow. I now have to to assign the candidate profile from the recruiting module to the existing profile. Thanks!
When scheduling an interview, you can see the interviewers that accepted the interview invite. But for the candidate it only shows ‘Email Sent’ in the ‘Interviews’ tab. Since the calendar invite only includes the interviewers, there is no way to see easily if the candidate accepted it.Is there a way for the organizer to also be included in the invite that goes out to the candidate, so that at least they can see in their calendar?
Hi everyone,In our job postings we have the position title followed by (m/f/d). This is fine for the job postings but when candidates accept the position and the employee profile is created the add-on (m/f/d) appears in the position title. This is also the case when the position title is used in templates.This means I have to manually delete this for each new hire. Hence my questions:Is there another way in Personio to show this in the job posting but not the position title? Does anyone have a more elegant solution so I can remove the (m/f/d) and maybe add a sentence at the bottom of the posting like: “Cetitec is an equal oportunities employer ...”?I am open to suggestions and would like to use the next couple of weeks during which many folks are on vacation to clean this up in recruiting.Many thanks!Cheers,Linda
Hi, I would like to ask if it would be possible to add reporting on Evaluations. It would be really useful to have the outcome of the evaluations exported into excel to analyse the data. At the moment i can only track disqualification reasons but nothing from the Evaluation forms. Thanks,Sophia
Hi all,Is it possible to still use the "automatic posting" when the XML interface is activated (Personio career page is deactivated)?Or is it necessary in that case to manually enter the link to the job description and the link to the application form in each individual job advertisement? Do any of you have the same challenges? Or a workaround for us? Grateful for any tips. 🙌
We are receiving CVs for one recruiting process with the following files folders´s activation:Apparently one candidate was trying to add 1 video to Work Sample folder inscription and that video didn´t load. Is possible to add videos currently on these folders? Have you thought on that kind of file?
Hello community!In my company we currently have many different Recruiting Roles, and each of them has different visibility settings. This is really helpful to include team members in the recruiting process and to show them only what they need. For example, our “Team Member / interviewer” role can submit evaluations, see comments and so on, but unfortunately it has no visibility of previous evaluations as they may contain confidential information (such as salary expectations and so on). This is annoying and not super efficient though, as it is very helpful for interviewers to have a good understanding of previous interviews and their outcome.Has anybody ever dealt with this problem? Is there an efficient workaround for this that doesn’t require copy and paste of entire evaluations? An interesting option could also be adding a “confidential section” in the evaluation that can be accessed only by those who need it. What are your thoughts? Looking forward to feedbacks/further suggestions!
Hi there, Is it possible to enable interviewers to use the reassign button in recruiting without giving them full access to the recruiting module? At the moment if they want a candidate reassigned they write a comment and I do it. They would like to be able to do this themselves but I have not found how to open the function without opening all of the recruiting module, which we don’t want to do.Thanks! Enjoy your day and weekend! 😎Linda
Hi, Is there a way to add a filter in Applications so that I can filter out some of our other business entities applications? For instance we a re a global company. We have offices in US, EU and India. I am not responsible for India’s recruitment and sometimes want to only see US and EU. I do not see a way to filter by location. I can sort, but I’d prefer to filter so that only my responsible application appear. Thanks.
Is there a way to create a report that shows per position, the average number of days that applicants are in a certain recruitment phase? So basically our recruitment cycle time.We intend to respond quickly to our applicants and the recruitment team has targets for this. I'd like a report to show me whether we are meeting our targets.
Hello everyone,I have some troubles with our career page regarding the translations. We‘d like to keep the Personio career page completely in English, that‘s why I already translated under settings > recruiting > career page things like the ‘application header’, ‘required documents content’ and the ‘headline’. But I have troubles with other things and I don‘t know how to translate them. For example this:Or this: Or this:Or this:Or these buttons:Do you know where I can change the translation/rename the buttons? Thank you all a lot!Best greetings,Jonathan
Hi,When scheduling interviews I often have to invite 2-3 people. When I view the find a slot, it brings up all appointments from each person’s calendar, but I cannot tell which appointments belong to which interviewer. I often have to open outlook on another screen to compare. For me this is important because I don’t want to schedule over a meeting on our COO or CEO’s calendar for instance without asking if it is important. I was just curious if there could be a way to have initials or something showing who the appointment belongs to. Thanks.
Is it possible for the manager to request new hire via Personio? I would imagine a form that the manager would be able to fill out with the data (budget, duties overview, reporting lines, responsibilities, location, etc.), send for an approval to any decision-maker and such request could be a notification for the HR professional to start the recruitment process as soon as it’s approved.Is this already in Personio? if yes where it can be found ? if no is it possible to create such form to make the process automated?thank you
Hi there,When sending emails out via Personio to candidates, is there a way we can be notified when the candidate responds either a notification from Personio to our Gmail that they have responded or their response gets sent straight to Gmail? At the moment we have to login into Personio to know whether a candidate has responded. Thank you!
Reading another post I found that the feature “applications export” (that was recommended to me as a replacement to a fully functional Recruiting API) has a changed feature: only the last 3 months are available 😓 I found this information here: https://community.personio.de/recruiting-2/bewerbungsdaten-export-seit-kurzem-nur-ueber-3-monate-moeglich-2707 My questions for you: by what date are the last three months measured: create date of an application or updated date? if it is anything else than the updated date: how can we lever the severe impact on analysing the data? Example: if someone has applied 180 days ago and now we progress with the process because he/she was in the talentpool, we will not receive the updated information right? So my final question following this will be: when will the API be featuring a proper GET recruiting data? would it be possible to change this back? I would rather wait longer for my export than missing important updates (and please don’t sent me to th
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