Advanced Setup
This guide covers some more advanced areas of setup that aren't included in the Ashby Admin Onboarding guide.
Outbound Sourcing
This section covers features related to sourcing candidates. If you’re still gaining brand awareness, we recommend investing in this section relatively early.
- Start curating SequencesSequences to send to leads you’re interested in
- If you’re working with external recruiters/agencies, set them up as agenciesAgencies in your account to start adding candidates (Note: if they are doing activities beyond sharing candidates, you may need to set them up as an Employee)
- Some agencies have software that can be integrated with your account. Check out the Sourcing section of the Integrations Marketplace and set up any third-party sourcing tools you use
- Projects are lists of candidates that you can take bulk action on
- Tags can be applied to candidates to make them more discoverable in searches
Inbound Applications
If your brand is a bit more established, we recommend investing in this section to save time through automation and create a streamlined experience for your inbound applicants.
- If you have high-volume jobs like internships or junior engineer roles, set up Auto-Reject Rules to reject applications that don’t fit criteria set from questions on your application forms
- If you have internal openings, setup the Internal Job BoardInternal Job Board to enable your existing team to apply to roles before opening them to the public
- Setup EEOC Surveys on your application forms to capture self-reported demographic information for compliance
- If you’d like to capture additional details like pronouns, you can also set up Diversity Surveys
- If your candidates need to sign an NDA before interviewing, set one up using E-Signature Documents
Interviewing
This section covers more automation when you’re actively interviewing and tools on the candidate profile that help you practice good candidate management.
- By now, you’ve hopefully chosen and implemented an embedded scheduling option; next, explore other Activities that can be added to interview plans like Take-home Activities
- Practice good candidate management by getting into the habit of taking the following actions on the Candidate Profile :
- Setting follow-up reminders for yourself and other team members
- @ mentioning your colleagues on candidate profiles to create notes and tasks
- Setting Custom FieldsCustom Fields to capture additional details about your candidates to create a richer profile
Post Interviewing
This section covers features for when candidates exit your pipeline.
- Setup Candidate Experience Surveys to capture feedback on your process from your candidates
- Setup Offers and Offer Letters (optionally, using E-Signature Offers) to send and store offers in one place
- Integrate your HRIS and/or other Post Hire applications in the Integrations Marketplace to enable sending candidate data from Ashby once someone joins the team
Reporting and Alerts
This section covers resources for getting up and running with Ashby Analytics.
- Review Navigating Ashby Analytics to understand the basics
- Review the Job Dashboard on one of your jobs to familiarize with Ashby Analytics
- Build custom Alerts to cover a variety of use cases. Check out the Alerts Library for inspiration
Admin and Customization
This section covers more of Admin, including customization options.
- Visit Admin to add custom:
- Archive Reasons to personalize the reasons applications are rejected
- If you’ve added Custom FieldsCustom Fields, and select which should be included in the Interviewer Briefing
- Manage your accounts various Visibility OptionsVisibility Options
- If your team does headcount planning at regular intervals or has evergreen roles, explore Openings Management Openings Management