SLIDE 1
University of Massachusetts/Interview Exchange Applicant Tracking System
SLIDE 2
- Interview Exchange is an Application Service Provider (ASP)
- The application is hosted on the vendor’s server
- Candidates access the database through the UMass website or a job board
- The vendor manages login and other system-related issues and will
communicate directly with candidates on technical issues
SLIDE 3
New Careers Page
Although the new page has the look and feel of the UMass website, it is hosted on the vendor’s server
SLIDE 4 Current Career Opportunities
A list of current career
dynamically from the database and appears at the bottom of the careers page. The page also includes links to the campus career
SLIDE 5 Career Opportunity: Details
Each job opportunity is presented as a unique web page, with a unique URL that can be linked from job boards, list serves, or other recruitment sources. Each posting includes:
- Job Description
- Requirements
- Additional Information
(e.g. salary or start date)
SLIDE 6
Applying: Step 1: New Account Information/Login
New users provide basic contact information and select a login ID and password; returning users may login to their existing account. New users are confirmed via email.
SLIDE 7
Applying: Step 2: COREquisites
COREequisites are yes/no questions that can be used to sort candidates.
SLIDE 8
COREquisites
COREquisites can include minimum and preferred qualifications. Minimum qualifications are marked with “must have.” All qualifications can be weighted (weights must equal 100%). Only candidates who answer “yes” to all “must have” COREquisites will be deemed “qualified.”
SLIDE 9
Applying: Step 3: Upload Resume/CV
Candidates may upload a resume, CV, cover letter, and other documents. The system will accept Word (.doc or .docx), .pdf or .txt files.
SLIDE 10
Applying: Step 4: EEOC Quesions
Although not accessible by the hiring manager, candidates are invited to provide gender, ethnicity, race, and military status. That information will allow us to develop recruitment strategies to attract more diverse candidates.
SLIDE 11 Applying: Step 5: Recruitment Source
Candidates are invited to provide where they heard about the
That information will allow us to measure the success of our recruitment strategies. Note: When candidates apply through a job board, the recruitment source is provided automatically.
SLIDE 12
Applying: Final Step
As a final step, candidates are reminded that by clicking “apply now,” they are certifying to the accuracy of the information they have provided. Other terms include authorization to conduct a background check. Candidates will receive a confirming email when their application is submitted.
SLIDE 13
SLIDE 14 Reviewing Candidates: Roles
Hiring Manager
- View all applications of the jobs that are
assigned to them
- Ability to write notes, upload documents
- Ability to move candidates between folders
- Ability to contact candidates through the Send
Email option or via the Follow-up Questions section
- Ability to create new folders
Reviewer
- View all applications of the jobs that are assigned
to them
- Ability to write notes, upload documents
Human Resources will assign roles (confirmed via email)
SLIDE 15
Reviewing Candidates: Invitation to Review Candidates
SLIDE 16
Reviewing Candidates: Login
Login to Interview Exchange (www.interviewexchange.com)
SLIDE 17
Reviewing Candidates
All jobs to which you are assigned (either reviewer or hiring manager role) are displayed
SLIDE 18
Reviewing Candidates
All candidates are initially sorted into your InBox folder. If the candidate answered “yes” to all “must have” COREquisites,” he/she will also appear under the Qualified Applicants Tab.
SLIDE 19
Reviewing Candidates
You can move candidates from the InBox to the Maybe, No, or Yes folders—just like you would sort paper resumes. Hiring Managers can also create new, ad hoc folders.
SLIDE 20
Reviewing Candidates
Candidates can be moved in batches with the select feature.
SLIDE 21 Reviewing Candidates
Hiring managers and reviewers can see the details of candidates, including resumes and
documents and the specific responses to each COREquisite question. The recruiting source is also listed.
SLIDE 22
Reviewing Candidates
Hiring managers may also add notes to the file about candidates and mark them “public” (available to the hiring team) or “private” (available only to themselves and the HR administrator). Caution: Notes (even notes marked “private”) could be discoverable in an employment discrimination claim or other litigation.
SLIDE 23 Reviewing Candidates
Hiring managers may send questions directly through the
- system. Questions and responses
are attached to the candidate’s record. Caution: Communications with candidates could be discoverable in an employment discrimination claim or other litigation.
SLIDE 24
Other Options
Other options will vary by role.
