Manage the entire hiring process from recruitment to onboarding using just one tool.
Track all candidates' flow on a Kanban Board.
Manage different positions and schedule interviews.
Discuss candidates internally and even communicate with candidates inside Fibery.
Have all interactions with potential candidates and all the related files in the same place.
Set up your own hiring process in an hour using our 100% adaptable no-code template, and start finding the candidates that will bring the most value to your company.
Hiring a new employee is a complex process: there’s a lot to keep track of as you’re searching for qualified candidates and evaluating them. And with recruiters, hiring managers, HR professionals, and the rest of the team all working together, it’s important to keep everyone in the loop all the time.
Stay organized and find the best candidate faster. Never forget to reply to an email, schedule a call, provide additional info the candidate requested, or share interview feedback by easily tracking candidate status and keeping all the details in the same place.
Get rid of the scattered tools and ensure every piece of information about the candidate is centralized. Do you still have an excel template or a google sheet for each open position? Keep all the info about the open positions and the candidates in the pipeline in one space.
Keep your team informed and updated all the time. Make sure that all the parties involved in the hiring and selection process can track the status of each candidate and return for additional info if needed.
Fibery candidate tracking Space is simple, yet powerful enough to manage the entire hiring process. You can track all candidates' flow on a Kanban Board, manage different positions, schedule interviews, discuss candidates internally and even communicate with candidates inside Fibery.
Moreover, you will have all interactions with potential candidates (CVs, cover letters, files sent in and out, questions, and comments) in the same place without losing time by toggling between different hiring tools and software.
Adding to the list of perks, you can work in the same tool as all the teams in your organization, from Product Management to Sales.
Sure thing — we get that most companies have their own hiring process and specifics of the hiring process across industries may vary significantly.
Fibery is a 100% adaptable no-code platform, so you can completely tailor everything (including the hiring process) to your needs. Fibery recruitment tracker is flexible, unlike standard recruitment software or other solutions.
All the hiring processes of all levels of complexity are welcome — you can either use a pre-made recruitment template as it is or take it as a base and build a custom applicant tracking system to your unique specifications in no time.
It will be perfect for a hiring manager or hiring team, HR manager or human resource department, team lead, management, future colleagues, and the rest of the team.
It will equally well suit both smaller teams that don't have HR departments and manage all the processes themselves, and larger teams with a long-term recruitment plan and dozens of open positions.
Taking the right steps in the recruitment and hiring process is essential — skipping or missing some of the critical ones can result in a bad hiring decision and negatively impact the workflow.
Understand the goal and reason for a new job opening, conduct a proper evaluation to ensure a new hire is necessary. How does the role align with the company’s goals and business plan? Is it a completely new position or is there a need to expand the staff because of the overload? Can you hire a temporary contractor instead?
Collect more information on the role you are for hiring and decide on the main stakeholders. What are the criteria for candidate screening? Who will conduct interviews? Who will make the final decision on the hire? What does the candidate selection process look like? What will the main interview questions be?
Create a job description and distribute the info about the open position — use personal and corporate LinkedIn pages, ads, your website career section, hiring websites, and social media. Don't forget to ask colleagues to spread the news too and check the candidates' databases that you already have (if you don't have any — this is your sign to start working on them).
Review each job application and contact applicants with the most fitting profiles and start with an initial short screening call. Phone interviews significantly save the recruiter's time and energy by eliminating unsuitable candidates early on.
Prepare an interview calendar and send invites to all prospective interviewees. Run through your first round of interviews, using the pre-defined process. For some companies, one interview is enough. Others might send out test tasks, run second-round interviews, or technical interviews to make a full assessment.
Decide on the best applicant and make a job offer. And this stage you might also want to do a reference check – have a conversation with the candidate's previous colleague or manager and ask the necessary questions.
If the candidate accepts the offer, proceed with the hiring paperwork and onboarding process. Ensure that your new employees have all the information they need to navigate around and start bringing value to the company right away (sneak peek — you can add the onboarding to the Hiring Process template too).
Make sure to inform unsuccessful applicants, provide proper feedback and request consent to contact them in the future. Being brief, respectful, and keeping feedback job-related are the general rules for writing interview feedback emails to candidates.
Keep track of the candidate's hiring with our hiring process template. It helps to arrange and set up your hiring process, so you don't have to start from scratch.
Create a new workspace, if you don't have it yet, and install the hiring template to start. It includes some demo content, but feel free to remove it once you've familiarized yourself with the concept.
From the start, you have 3 Databases: Position, Candidate, and Interview. These 3 Databases can be visualized with boards, lists, timelines, tables, and more. You have pre-made views like Open positions, Candidate pipeline, Upcoming interviews, New candidates by months, and more.
Go to the Positions board to add info about each new vacancy, including the job title job description. If you want to see only the positions in progress, switch to the Open positions board.
Switch to the Candidate pipeline to track the candidate positions in the recruitment process states, e.g., "New", "Phone passed", "Interview passed", "Offer made", "Hired" etc. In this view, you can easily add new states (like "Awaiting feedback") to your workflow or rearrange existing ones. Add candidates for each position. Expand the candidate's entity to add a CV, attach files, leave a comment or add an interview date.
Switch to the Upcoming interviews table to see your future interviews. Add interview assignees and filter by date. Expand the interview entity to add interview questions or results.
Switch to New candidates report to check candidates number by month and positions.
Get a single connected workspace where all teams are welcome.