Recruitment management
Publishing a job, screening applicants, and the joining formalities run as one flow.
Common problems
As applications increase, the difficulty moves from attracting candidates to working through them. WorkVell keeps the careers site, application intake, document screening, aptitude testing, interview evaluation, and post-offer correspondence in one system, including the screens the applicant sees.
Applicant status gets buried in individual messages
When screening status is spread across email and spreadsheets, it stops being clear who is held up at which stage. Applicants who are left waiting withdraw.
Document screening takes time
Once the number of applications grows, opening each one in turn cannot keep up. The standard applied also varies between reviewers.
Applicants cannot tell what to do next
When progress and the next appointment are not communicated, applicants ask, and some of them withdraw.
What WorkVell does
Publishing a job, screening applicants, and the joining formalities run as one flow.
A careers site and application forms can be run in-house
A public careers site is included, and the fields on the application form can be adjusted per job. Where an applicant stops partway through, a message can be sent that lets them resume from where they left off.
Applicants who have been left waiting can be found
The number of days spent at each screening stage is shown, and applicants past a set number of days can be filtered out. Duplicate applications are also detected.
The material behind a decision can be gathered
Aptitude tests, interview scorecards, and a joint review screen that brings several reviewers' evaluations together are all provided. Applicants can also be placed side by side for comparison.
Applicants have a screen of their own
An applicant can check their screening status, the next appointment, and the documents still to be submitted. Interview times can also be arranged by having the applicant choose from candidate slots.
From setup to daily use
- 1
Create a job and publish it
Register the job and publish it on the careers site. The fields on the application form can be adjusted per job.
- 2
Take applications and screen them
Work through document screening from the applicant list. Applicants can be filtered by conditions such as education or age, and there is also a screen for reviewing one applicant at a time.
- 3
Arrange interviews and evaluate
Arrange the times and record the interview against a scorecard. Evaluations from several interviewers are shown together on one screen.
- 4
Move from the offer to the joining formalities
A candidate with an offer submits documents from their own screen. Once joining is decided, the information carries over into the employee record.
Built to be relied on
Beyond the feature itself, the groundwork for running and governing it every day.
Built for local rules
Handles the calculations and statutory forms Japanese HR and payroll actually need.
Works in many languages
Employee screens in 9 languages; the time-clock kiosk in 26.
Roles and audit logs
Role-based permissions and activity logs show who saw and changed what.
One connected system
HR, labor, payroll and accounting connect, cutting hand-offs between tools.
Frequently asked questions
Does the aptitude test require a separate contract?
It does not. An aptitude test covering both ability and personality is provided, and questions can be added in-house.
Can cheating be prevented when the test is taken online?
Activity during the test is recorded, and unnatural operation is detected. The result is treated as reference information, and the final judgement is made by the person in charge. No applicant is failed automatically.
Can messages be sent to applicants in bulk?
They can. A message can be sent to the selected applicants with the applicant's name and the job name merged in.
Can hiring cost be tracked by channel?
It can. Cost is totalled for each recruitment channel and shown as a cost per hire.