Clear definitions for a smoother nCore experience

Automated analysis of candidate profiles using artificial intelligence to identify the best matches.

Ability to connect the ATS with external systems using APIs.

Ensuring the software meets GDPR and other legal data protection standards.

Visual reporting interface to track recruiting KPIs and performance.

The percentage of candidates who start but don’t complete the application.

A software platform that automates the recruitment process, from job posting to hire.

The percentage of people who view a job post and actually apply.

A tool to create customized job application forms within the ATS.

Connecting psychometric or skill assessments to the recruitment workflow.

Automatically assigning tags to candidates based on profile or behavior.

Configurable triggers and workflows to automate actions like emails, stage changes, or scoring.

A process of verifying a candidate’s history, often integrated into the ATS.

Comparing hiring metrics against industry or internal standards.

Tailoring the visual look and feel of job pages and emails to match employer brand.

Performing mass updates like moving, emailing, or tagging candidates at once.

A tool to nurture and engage talent for future hiring needs.

Technology that extracts and structures data from resumes for easier review and filtering.

Measuring the effectiveness of job ad campaigns across platforms.

A feature that marks ineligible candidates to exclude them from future searches.

The ratio of candidates who move from one stage of the hiring funnel to the next.

The overall perception of a job seeker’s interaction with the hiring process.

Collecting feedback from applicants to improve the hiring experience.

The stages a candidate goes through from awareness to hiring.

Ongoing engagement with passive or rejected candidates for future roles.

A visual representation of where candidates are in the hiring process.

Internal rating or assessment of how well a candidate fits the job criteria.

How quickly candidates respond to recruiter outreach or communication.

A metric based on feedback surveys from candidates about their experience.

A branded page showcasing open roles and company culture, often integrated with the ATS.

Automated chat assistants for handling basic candidate queries.

Features that enable recruiters and hiring managers to communicate and share feedback.

Tools for handling private or executive-level searches discreetly.

Tools for managing candidate consent under privacy regulations.

Repository for reusable templates such as emails, job descriptions, or scorecards.

The total recruiting cost divided by the number of hires made.

Tailoring access based on user role (admin, recruiter, hiring manager).

Tailored recruitment stages and processes for different roles or departments.

Features or practices aimed at reducing bias and improving workplace diversity.

Ability to export recruiting data for reporting or migration.

The practice of making recruitment decisions based on analytics and metrics.

Asynchronous or live video interviews integrated into the platform.

KPIs tracking the representation of underrepresented groups in the pipeline.

Identifying and merging candidate profiles that appear more than once.

Collecting digital signatures for job offers and onboarding documents.

Pre-set email templates and sequences sent to candidates during the process.

Internal program that allows employees to recommend candidates for open positions.

The percentage of new hires that stay with the company beyond a set period.

Showcasing a company’s values, mission, and culture to attract talent.

A metric to measure candidate or employee satisfaction.

Tools to schedule and track recruiting events like job fairs or webinars.

Percentage of new hires who leave the company within the first year.

Tools and processes ensuring candidate data privacy under EU law.

Tools and support for managing multi-country or multilingual recruitment processes.

Data and dashboards that provide insights into time-to-hire, source of hire, etc.

Features to monitor recruiting costs against department budgets.

A model showing stages of recruiting from sourcing to onboarding.

A dedicated interface for hiring managers to review candidates and provide feedback.

Feedback score from hiring managers about the recruitment process and candidate quality.

Tracking service level agreements (SLAs) between recruiters and hiring managers.

A breakdown of which channels lead to successful hires.

Notifications when candidates or roles have been idle too long.

The percentage of roles filled by current employees or internal mobility.

Features supporting current employees applying for internal roles.

Predefined interview questions and evaluation criteria per job role.

The percentage of candidates who miss scheduled interviews.

Automated tools to arrange interviews with candidates and teams.

The number of interviews conducted before an offer is made.

Multi-step approval process before a role goes live.

One-click posting to multiple job platforms from within the ATS.

Duplicate job posts quickly with editable details for new openings.

Predefined templates to help create consistent and optimized job ads.

Automated posting to job boards, aggregators, and social media.

The ratio of accepted offers to total offers extended.

A formal request to create or fill a job opening within the organization.

Metrics broken down by individual job openings.

A visual layout showing candidates moving across pipeline stages.

Feature that highlights relevant terms from a candidate’s resume.

Average time between application and first interview.

Uploading large volumes of candidates or jobs via spreadsheets or integrations.

Access to recruiting tools and tasks via smartphones and tablets.

ATS features that support localization and multiple languages.

Breaking applications into simple steps to improve conversion rates.

Tools to create, send, and track employment offers.

The percentage of job offers that result in accepted positions.

Connecting recruitment with onboarding tools for seamless transitions.

The percentage of total positions currently unfilled.

Pre-written emails used for initial candidate outreach.

An interview conducted by multiple stakeholders or managers.

Tools to reach and track candidates not actively applying.

KPIs used to evaluate recruiting success such as cost-per-hire or quality-of-hire.

Predicting future hiring needs based on pipeline trends.

Organizing and maintaining a flow of active and passive candidates.

The speed at which candidates move through the recruitment stages.

Customizable questions used to filter applicants early in the process.

Option to hide sensitive candidate data from certain users.

Often measured post-hire using performance, retention, and engagement metrics.

Multiple team members evaluating or commenting on candidates live.

A centralized view of key recruiting activities, tasks, and analytics.

Number of hires per recruiter over a set time frame.

Strategies to attract and engage candidates through branding and content.

A system to manage and reward employee referrals.

The number of referred candidates hired compared to total referrals.

Predefined messages to communicate rejection professionally.

Recruiting processes adapted for fully remote roles and teams.

The number of days a job post has remained open.

Removing personally identifiable info for unbiased review.

A centralized repository of candidate resumes searchable by recruiters.

Security feature to manage permissions for users across the platform.

Custom filters saved for easy reuse.

Tools to coordinate availability and set interviews easily.

Structured evaluation templates used by interviewers to rate candidates.

AI-generated alerts suggesting actions like follow-ups or interview delays.

AI features that suggest top candidates based on job and profile matching.

Return on investment from each sourcing method.

Metrics that track candidate movement between each recruitment stage.

Creating and editing tags for flexible candidate categorization.

An index of how full and active your talent pools are.

A database of potential candidates for current or future roles.

External tools (e.g., Slack, Outlook, LinkedIn) connected to the ATS.

Average duration candidates spend in each phase of the process.

The total time from job requisition approval to accepted offer.

Measurement of how long it takes to hire from application to offer acceptance.

End-to-end automation of repetitive recruiting tasks.