Applications scattered across inboxes
A CV in an email, feedback in a message and the next step in someone’s head. Who has the full picture?
Sound familiar?
Spend time with candidates, not searching for information.
When several colleagues are involved in hiring, everyone needs to know what has been discussed and who will take the next step.
Interviews without a clear next step
The hiring manager has met the candidate. HR is still waiting for feedback before moving the application forward.
Hiring should not mean starting over
You have chosen a candidate, but their details, documents and agreed actions still need to be handed over to HR.
1. Vacancy and application
Make it easy to turn interest into an application
Publish your role on your own vacancy page on vacaturebank.eu. Candidates can learn about the job and your organization, then apply without creating an account.
HR sets out the requirements, location, pay and screening questions. Each application is linked to the right vacancy, with the answers and source information needed for an initial review.
Your vacancy hub can reflect your brand and appear on your own website. We are expanding publishing options to include channels such as LinkedIn, Indeed and Monsterboard.
2. Reviewing candidates
Review candidates with the full picture in front of you
Review the CV, supporting statement and screening answers within the application. Record your feedback so colleagues can continue with the same information.
One person may be a good fit for more than one role. Contact details and documents stay with the candidate, while reviews, source information and decisions remain specific to each vacancy.
3. Interviews and next steps
Turn interview feedback into a clear next step
Schedule interviews and record who will conduct them. The hiring manager keeps their feedback and assessment with the candidate, giving HR a clear basis for the next step.
Assign an owner and deadline to the next action: discussing references, arranging a second interview or preparing an offer. Contact records and tasks stay available alongside the application.
4. Talent pool
Keep promising candidates in view, with their consent
Not the right role this time? Ask whether you can keep the candidate’s details for a future opportunity. The talent pool shows consent status alongside each profile.
Search later by name, role or skills, and reuse a profile when valid consent is in place. Consent and retention filters also help you identify profiles that need attention first.
5. Hiring and getting started
Give HR a head start before the first day
When you hire a candidate, WorkVine creates a draft employee record with their details and documents, and prepares an onboarding task. HR reviews the record before activating the account.
You can then prepare for their first day with an agreement, required documents, training and an onboarding project. The example plan connects the supervisor’s tasks with actions for the new employee.
What changes
Hire together without re-entering the same information
The recruiter manages the process, the hiring manager helps make the decision and HR prepares the new starter. Each person builds on what is already recorded.
Recruiter and HR
See the applications for each vacancy, which reviews are outstanding and who owns the next step.
Hiring manager
Read the candidate’s background, conduct the interview and leave feedback where HR can use it.
Candidate and new colleague
Apply without another account. Once hired, HR can build on the information already provided.
Is this right for your organization?
For teams where hiring involves more than a recruiter
Whether you recruit for one location or support several teams, WorkVine fits when hiring needs to connect with everyday HR work.
- HR and hiring managers review candidates together.
- You want to manage vacancies and applications in one place.
- You regularly hire for similar roles and want to build a useful talent pool.
- Recruitment needs to connect with employee records, agreements and onboarding.
Capabilities
What you can manage with Recruitment & Selection
An ATS within your employee platform, from publishing a vacancy to handing over a successful candidate.
Vacancies and reach
- Set requirements, location, pay and screening questions
- Draft, open and filled vacancies with clear owners
- Your own branded vacancy hub on vacaturebank.eu
- Applications without an account and a vacancy hub on your own website
- Expanding publishing options, including LinkedIn, Indeed and Monsterboard
Candidates and selection
- A candidate profile with documents and multiple applications
- Status, source and screening answers per vacancy
- CV, supporting statement, feedback and assessment together
- Interviews, contact records and tasks with owners and deadlines
Talent pool and consent
- Search by name, role and skills
- Separate consent for future opportunities
- Consent status and retention filters
- Renew consent and manage deletion or anonymization
From new hire to employee
- Draft employee record with candidate details and documents
- Onboarding task for the vacancy owner
- Close the vacancy once filled
- Continue with agreements, documents, training and projects
Frequently asked questions
More about vacancies, candidates and the talent pool
Practical answers for teams comparing recruitment software and looking for a closer connection with HR.
Does WorkVine include an ATS?
Yes. Recruitment & Selection supports the stages of an Applicant Tracking System: publishing vacancies, receiving applications, reviewing candidates, managing interviews and next steps, and hiring. Its connection to the employee platform brings employee records and onboarding into the same workflow.
Where can we publish our vacancies?
You get your own vacancy hub on vacaturebank.eu, with your branding, organization information and public job pages. The hub can also appear on your own website. We are expanding publishing options to include LinkedIn, Indeed and Monsterboard, and can help you determine which channels and publishing methods suit your hiring needs.
Do candidates need to create an account?
No. Candidates can apply directly through the public vacancy page. Their details and answers are linked to that vacancy for review and further contact.
Can one candidate apply for several roles?
Yes. The candidate profile holds the person’s details and documents. Each application has its own vacancy, source, status, feedback and decision. Rejecting one application does not automatically change their other applications.
How do consent and retention work in the talent pool?
Consent for an application is separate from consent to retain a profile for future vacancies. WorkVine shows the status and supports renewal requests and retention management. Expired or withdrawn consent does not permit reuse. Your organization remains responsible for its privacy policy and configuration.
Does WorkVine make hiring decisions automatically?
No. Recruiters and hiring managers assess candidates and make the decision. WorkVine brings CVs, screening answers, feedback, interviews and next steps together to support that work.
What happens when we hire someone?
WorkVine creates a draft employee record with candidate details and documents, prepares an onboarding task and closes the vacancy. HR reviews and completes the record before activating the account. You can then arrange the agreement, documents, training and onboarding project.
Where work, people and growth come together
Walk through your next hire, from application to first day
Choose a role you regularly recruit for. We will show you how the vacancy page, candidate reviews, interviews and handover to HR connect.