Understanding your unified pipeline - Part 5: Interviews

This article is the fifth in a series designed to help you understand the structure and operation of LeverTRM's unified pipeline. As the main point of action for candidate management, the pipeline serves as the backbone of the LeverTRM platform. The ability to navigate your pipeline with accuracy and agility is a fundamental skill when it comes to using LeverTRM.

This article will take a close look at the Interview section of the pipeline and how it functions. Specifically, readers of this article will learn how about:

• Advancing opportunities through interview stages
• Hiring candidates from the Interview section of the pipeline

If you missed it, the second article in this series defines the difference between candidates and opportunities in LeverTRM - a key distinction when it comes to navigating your pipeline.

Advancing opportunities through interview stages

The Interview section is designed to capture opportunities that have been fed through the pipeline from the Lead and Applicant sections. In other words, opportunities that enter the Interview section will have been added to the pipeline via association with either a sourced or inbound candidate.

As with the Applicant section, the stages in the Interview section of the pipeline are configured when your organization first sets up their LeverTRM environment. If you wish to add, change, or remove these stages after your LeverTRM environment has been set up, this can be done by a Super Admin via their Settings. Refer to our help article on pipeline customization to learn more.

Example of stages in the Interview section of a pipeline

Every organization's interview stages will be unique to their recruitment strategy, the market that they operate in, and the types of roles they are using LeverTRM to hire for. Due to the differences between the roles an organization is hiring for through LeverTRM, it is not required that an opportunity pass through every interview stage in the Interview section of the pipeline before resulting in a hire.

However, true to the spirit of the unified pipeline, all interview stages are listed in the Interview section of the pipeline. The benefit of this design is that recruitment teams can take a holistic approach to candidate management by being able to see into the overall health of their talent pipeline at any given time.

Moving opportunities through the stages in the Interview applicant section of the pipeline must be done manually. There are two ways to manually move an opportunity in the Interview section to a different interview stage:

#1: From the candidate profile

• Click into an opportunity to open the corresponding candidate profile
• Select a new stage from the drop-down menu

#2: From the opportunity list

This method is best for moving multiple opportunities at once.

• Check the box next to the opportunity (or opportunities) that you wish to move in the opportunity list
• Click the Stage button in the action toolbar
• Select the stage that you wish to move the opportunity (or opportunities) to from the menu that appears

Hiring candidates

When an opportunity has passed through the necessary interview stages and you are ready to hire the candidate:

• Click into the opportunity to open the corresponding candidate profile
• Select Hired from the stage drop-down menu
• In the modal that appears, review the hiring details, confirm the associated requisition, and click the Hire button.

Opportunities that have been marked as 'Hired' will be moved from the Interview section of the pipeline into the Archive.

Next steps...

Now that you have a grasp of how active opportunities move across each section of the pipeline, it is time to look at where opportunities go when they are no longer active - the Archive.

If you would like to jump to the other articles in this series, select from the options below:

• Pipeline structure
• Candidates and opportunities
• Leads
• Applicants
• Filters