University of Massachusetts/Interview Exchange Applicant Tracking System

• 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

New Careers Page

Although the new page has the look and feel of the UMass website, it is hosted on the vendor’s server

Current Career Opportunities

A list of current career opportunities is created dynamically from the database and appears at the bottom of the careers page.

The page also includes links to the campus career opportunities pages.

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) • Application Instructions

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.

Applying: Step 2: COREquisites

COREequisites are yes/no questions that can be used to sort candidates.

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.”

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.

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.

Applying: Step 5: Recruitment Source

Candidates are invited to provide where they heard about the opportunity. 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.

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.

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)

Reviewing Candidates: Invitation to Review Candidates

Reviewing Candidates: Login

Login to Interview Exchange (www.interviewexchange.com)

Reviewing Candidates

All jobs to which you are assigned (either reviewer or hiring manager role) are displayed

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.

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.

Reviewing Candidates

Candidates can be moved in batches with the select feature.

Reviewing Candidates

Hiring managers and reviewers can see the details of candidates, including resumes and other uploaded documents and the specific responses to each COREquisite question.

The recruiting source is also listed.

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.

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.

Other Options

Other options will vary by role.