Move Candidates Through Your Pipelines

A recruitment pipeline is the set of stages every candidate moves through, from application to hire, such as screening, interview, offer and hired. It shows you at a glance how many people are at each stage, and where candidates are getting stuck or dropping out.

Most pipelines include application, screening, one or more interviews, any assessments or practical tests, offer, and hired. The right stages depend on the role: a warehouse role might need a trial shift, while a management role might need a second interview. In Sense HR you build your own stages and save them as pipeline templates.

Yes. In Sense HR you create pipeline templates for different types of role, then choose the right template when you create a vacancy. Every applicant for that vacancy follows the same stages.

Agree the criteria before you see any applications, ask every candidate the same core questions, and score their answers against the same scale. That keeps decisions consistent and easier to explain. In Sense HR, AMI scores applicants against your criteria and shows a match percentage and ranking, while your hiring team makes the final decision.

Yes. With Sense HR's pipeline notifications workflow, you can send an email automatically when an applicant moves into a chosen stage, such as shortlisted or interview. You can set up to 15 different notifications, for applicants or for your hiring team.

A talent pipeline is a pool of people who could fill future roles, such as strong past applicants, former employees or people who have shown interest. Keeping their details and a record of past applications means you are not starting from scratch every time a role opens.

Time to hire is the number of days between a candidate entering your pipeline, usually when they apply, and accepting your offer. Tracking it by stage shows where hiring slows down, such as waiting for interview feedback.