Getting started with Recruitment

The Recruitment module lets you run your whole hiring process inside BusinessHRM — from posting a job to your public careers page, through tracking applicants and scheduling interviews, to sending an offer letter and turning the new hire into an employee. This article explains how the pieces fit together and the order to set things up so everything works the first time.

The Recruit menu groups every recruitment page: Dashboard, Jobs, Job Applications, Interview Schedule, Offer Letters, Skills, Candidate Database, Reports and Career Site.

The hiring flow

The whole module follows one path:

Job → Job Applications → Interviews → Offer Letter → Employee

1. You post a Job.
2. The job appears on your public Career Site, where candidates apply. (You can also add applicants by hand.)
3. Each applicant becomes a Job Application that you move through your pipeline stages.
4. You schedule Interviews for the candidates you shortlist.
5. You send an Offer Letter to the candidate you want to hire.
6. When the candidate accepts the offer, you create an Employee record directly from it.

Recommended setup order

Set things up in this order before you post your first job. Most of these have sensible defaults already created for you, so you mainly need to review and adjust.

1. Define your Skills

Skills are the keywords you tag jobs and applicants with (for example "PHP", "Project Management", "Figma"). You must have at least one skill before you can post a job, because skills are required on the job form.

• Go to Recruit → Skills and add the skills you hire for. See 07 - Skills.

2. Review your hiring pipeline (application statuses)

Your applicant pipeline is a set of statuses, each shown as a column on the Job Applications board. BusinessHRM ships with five default statuses out of the box:

You can rename these, change their colours, reorder them, and add your own columns. Manage them under Settings → Recruit Settings → Job Application Status, or directly from the Job Applications board. See 04 - Job Applications.

3. Review interview stages, job types and work experience levels

These lists are pre-filled and used on the job and interview forms. You can edit them as needed:

• Interview stages (rounds): HR round, Technical round, Manager round.
• Job types: Full time, Part time, On Contract, Internship, Trainee.
• Work experience levels: fresher, 0-1 years, 1-3 years, 3-5 years, 5+ years.

4. Set up your Career Site

Turn on and brand your public careers page (company name, logo, About text, terms, background, application sources). This is also where you enable Job Alerts and spam protection.

• Go to Settings → Recruit Settings → General and tick Enable Career Site. See 10 - Career Site.

5. Post a Job

Create your first opening. The job becomes available on the Career Site (if enabled) and is ready to receive applications. See 03 - Jobs.

6. Collect Job Applications

Candidates apply through the Career Site, or you add them manually / import them. Work them through your pipeline. See 04 - Job Applications.

7. Schedule Interviews

Set up in-person, video or phone interviews for shortlisted candidates, invite interviewers, and notify the candidate. See 05 - Interview Schedule.

8. Send Offer Letters

Build an offer, send it to the candidate, let them accept or decline online, and create their employee record once they accept. See 06 - Offer Letters.

Roles and permissions you need

Every page and action is permission-controlled. Permissions are usually set to All, Added (only records you created), Owned, Both, or None. Administrators have everything by default. The main recruitment permissions are: