Available
Applicant Tracking & Careers Page
Publishes jobs on a careers page, tracks applications by stage and keeps candidate notes and evaluations in one place.
Which steps of the candidate process do the recruiting and talent modules cover?
Recruiting and talent modules aim to track the process from opening a job post to a candidate's first day on a single candidate record. In this category, Sora İK (Sora Yazılım Teknolojileri's human resources management software) offers the Applicant Tracking & Careers Page module today: job posts are published on the careers page, and applications are tracked by stage in the applicant tracking system. Modules coming soon will add pre-screening, interview and offer steps on top of this backbone, so the human resources (HR) team and hiring managers will look at the same candidate information. Today's steps and those coming soon are as follows:
- A job post is opened, optionally linked to a department, and published on the careers page.
- Applications are collected in the applicant tracking system and tracked by stage.
- Candidates are evaluated with a 1–5 rating and a recommendation (“Hire”, “Undecided”, “Do not hire”); AI resume (CV) pre-screening, coming soon, will only offer suggestions at this step.
- Scheduling interviews and evaluating them with shared criteria is coming soon.
- Preparing an offer for the selected candidate and internal approval are also among the steps coming soon.
- An employee card is opened for the hired candidate and, if you wish, an onboarding checklist is started in the Onboarding & Offboarding module.
Candidate information is personal data, too. Matters such as the privacy notice given at application, the retention of candidate data and who can access it are assessed under KVKK (Türkiye's Personal Data Protection Law No. 6698). Today, Applicant Tracking records the privacy notice acknowledgment and, if given, the explicit consent of candidates who apply through the careers page; it also lists candidate records past their retention period. KVKK Compliance Management is coming soon; its planned scope is described on the KVKK Compliance Management page, and our approach to data protection on the Security and data protection page.
What will the recruiting modules coming soon do?
The following modules are at the planning stage, and their scope will be defined during development. For plan information, see Pricing; for other categories, see the Modules page.
| Module | What it does |
|---|---|
| Interview Scheduling & Scorecards | Schedule interviews and evaluate candidates with shared criteria |
| Offer Letters & Hiring Approvals | Prepare the offer, take it through internal approval and record the candidate's response |
| AI Resume Screening | Summarize resumes against the position criteria and offer suggestions to the recruiter |
Interview Scheduling & Scorecards Coming soon
Interview Scheduling & Scorecards is coming soon to bring interview scheduling and candidate evaluation into the candidate record. In most businesses, interview times are set through long email threads between the candidate, the recruiter and several managers, and evaluations stay in personal notes or verbal comments after the meeting. A few weeks later, when someone asks why a candidate was rejected or chosen, the basis is hard to find. In the planned module, interviews can be scheduled around interviewers' availability, and invitations sent to the candidate and interviewers. The criteria defined for each position will be presented to all interviewers in the same form, and interviewers will score without seeing each other's evaluations. Candidates for the same position can then be compared on shared criteria, and the first person to speak will not steer the others. Notes and scores will accumulate on the candidate card in Applicant Tracking & Careers Page; the aim is that only people with a role in the process can access them. Linking evaluation criteria to competency definitions will be handled with the competency work in the performance category.
Offer Letters & Hiring Approvals Coming soon
Offer Letters & Hiring Approvals is planned to record the internal approvals before an offer is made to the selected candidate, and the offer itself. In many businesses, it is impossible to trace afterwards who approved a salary offer, whether it was within budget and exactly which terms were sent to the candidate. In the planned module, the recruiter will enter the offer terms, and the offer will go to approvers such as the manager, finance and the general manager in a set order; the approval steps will be built with the Workflow & Approval Designer, used today for leave requests. The approved offer will become an offer letter based on the company's own template, and the candidate's acceptance or rejection will be recorded on the candidate record. Comparing the offer with the position budget is being evaluated together with the compensation work in the payroll category. The aim is to pass an accepting candidate's details to the onboarding process and prepare the employment contract through Document & Contract Management. The offer and the contract are separate documents; for the legal consequences of an offer, consult your legal advisor.
AI Resume Screening Coming soon
AI Resume Screening will be available soon to help recruiters review resumes in a more structured way for positions that receive many applications. In the planned module, AI will summarize each resume against the criteria defined for the position and show, with reasons, where it matches and what appears to be missing. The recruiter will always decide whether to reject a candidate or move them to the next stage; the module will not send automatic rejections. There is no promise that AI suggestions will be accurate; they may be wrong or incomplete, and every suggestion must be reviewed by a person. To reduce the risk of bias, the aim is to leave information such as age, gender, photograph and marital status out of the evaluation. Under KVKK, individuals have the right to object to a result arising against them through the analysis of their data exclusively by automated systems; requiring human approval is a design choice that respects this right. Informing candidates about this processing rests with the company as data controller, and whether to use the module will also be the company's choice.