Release Notes Overview

This document outlines Springboard release version 7.44, scheduled for release in October 2026.

Version 7.44 introduces the following new features, outlined in the contents list below.

This release also covers bug fixes and other small improvements, which are outlined in these notes.

Contents

Meet Your New AI Career Assistant: Smarter Job Search, Instant Answers, Better Candidate Experiences

ScoutAI Email Writer: Smarter Recruitment Communications

Springboard’s AI Video agent

SMS consent compliance

Enhanced Matching, Resume Parsing & Talent Discovery

Verify with SEEK and SEEK Profile

Interview enhancements

Selection report enhancements

Minor bug fixes & Enhancements

This page details each key change you will need to be aware of to leverage these improvements effectively. Please note that some screenshots in this document represent pre-release versions and may differ slightly in the production release.

Contact Information

IMPORTANT: Please contact your Springboard Account Manager if you have any questions regarding the information provided in these release notes.

Meet Your New AI Career Assistant: Smarter Job Search, Instant Answers, Better Candidate Experiences

The launch of the AI Conversational Chatbot Agent marks another significant milestone in our product AI innovation journey. Building on the success of ScoutAI Job Ad Creation, ScoutAI Interview Questions released in Q1, and ScoutAI Candidate Insights & Matching released in Q2, this latest enhancement extends the power of AI directly to candidates. By enabling intelligent, conversational interactions, it delivers timely support, personalised job discovery, and seamless self-service, creating a more engaging and intuitive candidate experience while advancing our vision of an AI-powered recruitment platform.

What's New?

• Natural Language Job Search: Candidates can search for jobs using everyday language and receive relevant job recommendations without relying on precise keywords.
• Instant Candidate Support: Provides real-time answers to candidate questions about job opportunities, applications, hiring processes, and company information.
• Knowledge-Driven Responses: Delivers consistent and accurate answers by leveraging approved content from the organization's knowledge repository.
• 24/7 Engagement: Offers immediate support anytime, helping candidates find information and opportunities faster.
• Context-Aware Conversations: Understands and maintains conversation context, creating a more intuitive and personalised experience.

Enablement

This feature can be enabled on request through the Application Support Team or your Account Manager.

How this works

To include a ScoutAI conversational agent on a site, the admin user should have access to Administration --> Admin Console --> ScoutAI Admin

This screen centralises administration for ScoutAI conversational chatbot from Springboard. It currently provides two functions:

Candidate AI Agent Settings – Helps build, integrate and manage an AI-backed candidate chatbot agent on the careers portal or other front-end pages.

Knowledge packs – A document repository that provides source data for answering FAQs and other non-job-search-related questions on the candidate chatbot.

1. Click on ScoutAI Admin.
2. Click on Add Candidate AI Agent.
3. Complete the form fields:
   1. Identity (Administrator-facing configuration)
      1. Name – Name of your chatbot agent. Internal purpose only.
      2. Careers site – Which careers portal or front-end will this chatbot be placed on.
      3. Document Repository Data source – Select the knowledge pack to be used for referencing by the chatbot.
      4. Profile and Talent Community – Define where the candidate should land for graceful termination.
         1. Use default careers portal profile – Use the default profile page (register and profile based on the login status).  
         2. Define a talent community URL – Use a campaign (register your interest).
   2. Chat Experience (Candidate-facing configuration)
      1. Agent name – Chatbot agent name displayed on the careers portal.
      2. Agent Header Title – Short title defining the agent’s role. For example, ask our careers assistant.
      3. Agent Welcome Text – Brief introduction of the agent.
      4. Include powered by branding – Checkbox configuration to include Springboard or Affinix based on the site configuration.
   3. Branding
      1. Client Logo URL
      2. Primary Colour
   4. Privacy & Disclaimer
      1. Privacy Policy URL – This URL will be placed in the privacy policy section.
      2. Privacy Policy Description- Define the privacy policy here and how candidate data is collected and used.
      3. Disclaimer
   5. API Key
      • Generate API key – To link the chatbot agent with the front-end careers portal.

Knowledge Packs

The ScoutAI chatbot uses the documents attached under this section to respond to non-jobs related candidate queries.

1. Click on Upload Document to start building a Knowledge Pack.
2. Click on Start New.  
3. Enter the name of the pack, fill out the form and upload the document.
4. The user can upload multiple documents to a pack and then use different packs for different chatbot agents.

Once the agent is configured on the Springboard backend, it will be displayed on the careers portal as follows:

1. The ScoutAI chatbot welcomes the candidate.
2. The privacy policy document description and link are displayed along with the disclaimer.
3. The candidate reviews the privacy policy link and clicks the Accept button before proceeding.
4. The ScoutAI chatbot detects the candidate's location and also remembers the candidate history using their browser cookies.
5. The chatbot prompts the candidate with two options:
   1. Jobs in <your location> - This option displays the open jobs in and around the candidate’s location.
   2. Show me everything – This option displays the open roles.
6. If the candidate doesn’t find anything suitable for them, they can register on the Talent community.
7. Clicking on Join Talent Community, opens the registration link in the new tab.
8. The candidate can register themselves and can add job alerts for the specific criteria.
9. The candidate can also use the ScoutAI chatbot to ask questions about the company beyond specific job opportunities. For example, they can ask about company culture, values and ethics, leave policies, benefits, working arrangements, career development opportunities, diversity and inclusion, and other aspects of working for the organisation.
10. ScoutAI chatbot used the knowledge packs and chatbot settings configured at the Springboard to respond to these queries.

ScoutAI Email Writer: Smarter Recruitment Communications

The launch of ScoutAI Email Writer marks another step in Springboard’s AI innovation journey, helping recruiters create high-quality communications faster and with greater consistency. Building on existing ScoutAI capabilities such as Job Ad Creation, Interview Questions, Candidate Insights and scoring, and Candidate chatbot, the ScoutAI Email Writer enables recruiters to draft, refine, and optimise communications without leaving their Springboard instance.

Designed specifically for recruitment and talent acquisition teams, ScoutAI Email Writer helps produce professional, contextually relevant messages for candidates, hiring managers, and third parties while maintaining brand tone, communication quality, and formatting.

Key benefits:

• Improve Recruiter Productivity: Create polished emails and templates in seconds from brief prompts, notes, or key talking points, significantly reducing time spent drafting communications.
• Keep Workflows Within Springboard: Generate, refine, and optimise communications directly within existing workflows, eliminating the need to switch between external AI writing tools and Springboard.
• Maintain Consistent Brand Voice: Ensure communications remain aligned with organisational standards through tone adjustments ranging from professional and formal to conversational and engaging.
• Enhance Candidate Experience: Deliver more thoughtful, clear, and professional communications at every stage of the recruitment journey, from initial outreach through to interview scheduling and status updates.
• Use Tags: Refine messaging while preserving essential dynamic merge tags and system placeholders.

Enablement

This feature can be enabled on request through the Application Support Team or your Account Manager.

How this works

The feature is available when ScoutAI is enabled on a site. The ScoutAI Writer is available at across various locations. Look for the AI Writer Assistant within your communication workflows to quickly generate, refine, and polish content across key areas:

• App Comms – Create new content or refine existing messaging with AI assistance.
• Candidate Job Grid & Talent Folders – Enhance communications by writing emails from the scratch and making tone adjustments.

App Comms:

1. Go to Administration --> App Comms --> Click on a message template.

2. On the message template panel, click on AI Writer as highlighted. ScoutAI panel opens up. 

   

   

3. Right-click anywhere on the text to select one of the options:
   1. Fix Spelling and Grammar – Detects and corrects spelling errors, grammatical mistakes, punctuation, and syntax issues to ensure the email is clean, polished, and error-free.
   2. Adjust Length - Shortens or expands the email content, allowing recruiters to make messages more concise or elaborate with additional context and detail, while keeping the core message and tags intact.
   3. Change Tone - Adapts the voice and mood of the email (e.g., Professional, Friendly/Warm, Formal, or Direct) to suit the specific audience (candidates, hiring managers, or third parties) and align with company branding.
   4. Rewrite email - Rephrases and restructures the entire email from the ground up to improve flow, readability, and overall clarity—transforming rough drafts or bullet points into a cohesive message without losing key details.
4. Click on Adjust Length on the prompt.
5. If you are happy with the changes, then click on OK – Proceed.
6. The changes will be copied. Click on Use this and give star ratings.
7. The content is prefilled in the text area and is ready to be used after the review.

Candidate Job Grid & Talent Folders

The AI writer is available to write the emails from scratch on the candidates’ job grid and talent folders grid.

Springboard’s AI Video agent

We are excited to introduce AI Video agent - bringing a new level of automation, consistency, and efficiency to candidate screening. As part of our ongoing investment in AI-powered recruitment, this integration enables recruiters to conduct structured, on-demand video interviews at scale while providing candidates with a flexible and engaging interview experience. Springboard’s AI video agent conducts conversational interviews with adaptive questioning, role-specific scoring, and automated candidate evaluation to help identify top talent faster. This strengthens intelligent candidate assessment with Springboard's configurable recruitment workflows, allowing AI video interviews to be incorporated at any stage of the hiring process.

What's New?

Recruiters can now leverage AI-powered video interviews that integrate seamlessly with Springboard's recruitment workflows. Interviews can be triggered manually or automatically through workflow automation, enabling candidates to be assessed at the right stage of the hiring process.

The AI Video agent conducts role-specific video interviews, asks adaptive follow-up questions, and evaluates responses against predefined criteria. It automatically returns interview summaries, scorecards, and candidate insights to Springboard and attaches them to the candidate record, allowing recruiters to review results and progress candidates without leaving their existing workflow. The AI Video interview transcript can be included as part of the request feedback module as well for panel members’ review.

Key benefits:

• Automated interview invitations and assessments.
• AI-driven, role-specific candidate screening.
• Structured scorecards and candidate insights.
• Results automatically synced back to Springboard.
• Reduced administrative effort and faster hiring decisions.

Enablement

This feature can be enabled on request through the Application Support Team or your Account Manager.

How this works

For admin users:

1. Communication: Once AI Video interview agent is enabled on a site, please go to Administration --> App Comms --> Create an email template of category 3^rd party assessment.
2. Reminders: The follow-up can also be configured in the database as per reminder frequency and maximum reminders. Please reach out to App Support team to configure it for you.
3. Option to display at Hiring Manager feedback portal: The AI Video interview can be displayed at request feedback portal by checking this option.

For all users:

Please follow the steps mentioned below to Setup AI Video Agent on a requisition.

1. On your Springboard instance, go to the job on which the AI video agent needs to be setup.
2. On the Requisition details screen, click the Setup AI Video Agent button.
3. Fill in the details such as the job title and description. The description comes from the job ad.
4. Click on Create Job.
5. If a job already exists in AI video agent 3rd party partner site, tick on the checkbox - This job is already created on the AI Video Agent and enter the AI Video Agent job URL and click on the LINK button.
6. Click on the Save button to save the changes on the Requisition details screen.
7. When the job is created/ linked successfully, the button changes to AI VIDEO AGENT LINKED.
8. The templates/ questions can be managed by the admin users on the partner site using this link.

  Once the AI Video agent is set up on a job, the calls can be triggered via following steps:

1. On the candidates’ job grid, select the candidate and right-click to open the action menu.
2. Select Assessments/ Check and then Request 3rd party assessment. 
3. Select AI Video agent from the Assessment Provider drop-down list.
4. Validate the candidate details and select the email template. Click on Request Assessment.
5. The assessment details and progress are recorded under Candidate Review Mode --> Forms --> Assessment details --> AI Video Agent.
6. Like all other assessments, the assessment status column can be added on the candidates’ job grid.
7. Once the assessment is completed by the candidate, the recruiters or HM users can view the assessment using View report link.

8. Clicking on View Report, opens a new tab showing the detailed information about the assessment, including the video and transcript.

   

SMS consent compliance

Springboard is replacing the single, bundled SMS opt-in checkbox with two independent, granular consent preferences:

• Job-Related (Transactional) SMS Consent: Covers essential recruitment communications for active applications (e.g., application updates, interview scheduling/reminders, screening, and requests for information). The existing “I agree to be contacted by SMS” is being replaced with this field.
• Marketing SMS Consent: Covers non-job-specific promotional communications (e.g., general talent community campaigns, new job alerts, and Invites to Apply).

What's New?

• Careers Portal & Application Forms: Candidate profile and application forms, including Quick Apply, Apply with Login, and text-based screening) now display two separate checkboxes:
  • Job-related: "I agree to receive SMS messages related to my job applications."
  • Marketing: "I agree to be contacted for all other opportunities by SMS."

 Administration --> Admin Console --> Careers site profile setup --> Careers portal selected --> Privacy Settings

Careers portal - Profile form

Administration --> Forms and Front-end Admin --> Application form - Springboard configuration

Careers portal - Application form

The default check and uncheck for each category can be configured for a site.

• App Communications & Template Management: Under App Comms → Advanced Settings, the Message Blocking section is now Message Type, allowing templates to be designated as Job-related or Marketing.

  

• An informational reminder is also provided beneath template text boxes advising users to include opt-out instructions (e.g., "Reply STOP to opt out").

• Candidate Grids, Avatars, and Search:
  • Candidate grids include separate, filterable columns for Job-related SMS Consent and Marketing SMS Consent (OK to send, Do not send, Consent not captured).
  • Candidate avatars display distinct visual indicators when candidates opt out of specific SMS types.

• Delivery Validation & Warnings:
  • When communicating via Message Selected Candidates or the SMS Slide-out, real-time validation checks candidate consent against the template type. Opted-out candidates trigger an amber warning banner and disable SMS inputs while keeping email workflows accessible.
  • For multi-candidate selections, SMS is delivered to consented candidates and suppressed for opted-out candidates without halting the entire batch.

• Automated Keyword Opt-Out: Inbound SMS replies with STOP automatically update both Job-related and Marketing preferences to Do Not Send and record an audit entry in the candidate's Comms history.
• Action Streamlining: The legacy standalone "Send SMS" right-click action is deprecated in favour of the unified Message Selected Candidates action and the Slideout panel. The SMS will not be sent to the candidate from Slideout, as Slideout panel assumes that SMS is always job-related since it is not template-based.

Why is it Changing?

• Regulatory & Carrier Compliance: Telecommunications regulatory standards (such as Twilio, and global privacy frameworks) mandate that transactional and promotional/marketing SMS consent cannot be bundled together under a single consent mechanism.
• Candidate Trust & Autonomy: Candidates previously had an "all-or-nothing" choice. If they wanted to opt out of promotional campaigns or talent pool blasts, they were forced to forgo critical application updates and interview reminders.
• Risk Reduction: Sending marketing messages to candidates who only consented to job-related updates exposed organisations to carrier filtering, delivery penalties, and compliance breaches.

Benefits

• Full Regulatory Compliance: Meets industry-standard carrier requirements by ensuring explicit, unbundled consent is obtained and tracked for each communication category.
• Reduced Candidate Drop-Off: Candidates can opt out of unsolicited marketing messages while remaining reachable for active job interviews and status updates.
• Transparent Recruiter Workflows: Clear visual cues, warning banners, and grid columns prevent accidental non-compliant outreach while providing immediate clarity on candidate availability across SMS channels.
• Resilient Multi-Channel Messaging: Job-related emails will always be sent to the candidates to avoid disrupting recruitment velocity.
• Comprehensive Auditability: End-to-end logging across candidate profile changes, automated keyword opt-outs (STOP), and reporting exports ensures compliance readiness for audits.

Enablement

The changes will be rolled out on the release night to the candidate profile and application form.

To see the changes on the careers portal, admin users must save the candidate profile configuration in the Admin Console.

Admin users need to add the fields on the application form manually to display them on the front end.

The default Yes or No for each checkbox can be configured for your Springboard.

For existing candidates, I agree to be contacted by SMS field will set the value for Job-related SMS consent as Yes or No based on the selected value by the candidate. For example, if the candidate has consented No to receiving SMS, their Job-related SMS consent will be set as No. The Marketing-related SMS will be saved as No as well in this case, whereas if they had consented Yes, then Job-related SMS consent will be set to Yes but marketing-related SMS consent will be set to Consent not captured.

If the fields are missing on the front end for any reason (for both existing and new candidates), the field values are saved as Consent not captured, and SMS sending logic will be governed by site configurations.

Enhanced Matching, Resume Parsing & Talent Discovery

Springboard now delivers enhanced resume parsing, candidate matching, suitability scoring, resume mining, and candidate profile creation capabilities. With the last release, we had sunset Sovren, and the parsing and candidate matching capability will now be handled via a new partner.

What's New?

Automated Candidate Matching & Suitability Scoring

When a position is approved with an attached Position Description, Springboard automatically analyses applicant resumes and compares them against job requirements to generate a real-time Suitability Score.

Key benefits include:

• Automated resume assessment across all application channels, including Careers Portal, Job Boards, ERP integrations, and internal application links.
• Real-time suitability scores displayed directly on the Candidate Job Grid.
• Continuous background matching that identifies relevant talent for open positions and surfaces recommended candidates within AI Talent Match.

 Detailed Suitability Score Insights

Recruiters can now gain greater transparency into candidate recommendations through the Suitability Score Insights Panel.

Selecting a suitability score opens a detailed breakdown showing how a candidate aligns with the position across criteria such as:

• Skills
• Work Experience
• Job Title Alignment
• Occupation Group
• Languages
• Education

Suitability assessments automatically refresh when candidate resumes are re-parsed, profile information changes, or position requirements are updated.

Seamless Coexistence with ScoutAI

For organisations using both ScoutAI and the new matching partner, Springboard provides a streamlined experience by intelligently managing score visibility.

• ScoutAI scores continue to be displayed as the primary score on the Candidate Job Grid.
• Suitability Scores remain available within the AI Talent Match experience.
• Configuration safeguards help prevent duplicate score displays and conflicting column setups.

Enhanced Talent Discovery with Resume Mining

Resume Mining enables recruiters to uncover existing and passive talent more effectively.

Recruiters can:

• Search using an existing Job Reference.
• Paste a custom job description for matching.
• Refine searches using keywords and location radius filters.
• View ranked candidate results ordered by suitability.

The enhanced AI Talent Match workspace also includes streamlined actions for:

• Navigating directly to associated jobs
• Removing recommendations
• Inviting candidates to apply
• Using Auto-Suggest to discover additional matching talent

 Faster Candidate Creation with Resume Pre-Fill

Creating candidate records is now faster and more efficient.

When a recruiter uploads a resume during candidate creation, Springboard automatically pre-populates profile information, including:

• Contact details
• Employment history
• Skills
• Qualifications and education

This helps reduce manual data entry while improving the completeness and consistency of candidate profiles.

Improved Candidate Source Tracking

Candidates identified through AI Talent Match or Resume Mining are now automatically tracked with the appropriate source attribution.

When recruiters invite these candidates to apply or associate them to a requisition, their source is automatically recorded as AI Talent Match, improving reporting and visibility of sourced candidates.

Parsing & Matching Services

This release completes the migration from Sovren parsing and matching services to the new partner.

Enablement

RPO clients – Please get in touch with your account manager to know more details or enable it.

SaaS clients – Please raise a ticket with the Application Support team to know more details or enable it.

For the clients already using Sovren as their matching tool, this feature will be available to use.

Verify with SEEK and SEEK Profile

Hire with Greater Confidence Using Verified Candidate Credentials

Springboard now integrates with Verify with SEEK Pass, allowing recruiters to invite candidates to verify their identity and credentials through SEEK directly from within the recruitment workflow. Verified candidates are clearly identified across candidate records, talent pools, review screens, and candidate lists, helping recruiters make more informed hiring decisions with confidence.

What's New?

Configuration:

Admin users can enable or disable Verify with SEEK Pass directly from the Administration --> Admin Console --> SEEK Account Admin. Verification settings are managed at the hirer level, ensuring a consistent experience across all associated recruiter accounts.

• Candidate Verification Invitations – Include a Verify with SEEK Pass action button in candidate emails to encourage verification.
• Verification Status & Badges – Verified candidates are automatically identified with a SEEK Pass badge across candidate records, jobs, and talent pools.
• Review Mode Access – Quickly view verification details via a dedicated SEEK Pass icon in candidate review screens.
• Grid Visibility & Filtering – Add a Verify with SEEK Pass column and filter candidate lists by verification status.
• Automatic Status Updates – Candidate verification statuses are synchronised daily with SEEK to keep records up to date.
  • SEEK Profile Integration - Where available, candidate SEEK Profiles are surfaced within Springboard, providing access to additional candidate information and verified credentials directly in Springboard. Available both from jobs and talent folders.

Why does it matter

Hiring decisions depend on complete and accurate candidate information. But verifying these details often means manually cross-referencing LinkedIn, SEEK, or contacting candidates directly – slowing employers down and disrupting their workflow.

Benefits

With SEEK Profile, employers can:

• Shortlist with confidence: With millions of profiles with verified credentials, including identity, education, licenses and right to work, you know candidates are who they claim to be, knowing their details have been verified by the relevant authorities or through suitable methods.
• Keep your database current: Complement your existing records with real-time updates from candidate’ SEEK Profiles making it faster and easier to re-engage talent with confidence.
• Better assess new applicants: Where available, we’ll surface a SEEK Profile with new applications so you can access rich profile information, including work history, work type, skills and verified credentials, giving you a more complete picture to help assess candidate fit.

 With Verify with SEEK Pass, employers can:

Hire with even more confidence: Where enabled, candidates will be invited to verify their identity through SEEK Pass after they submit their application, helping employers build greater confidence in who they are hiring. The

invitation is sent promptly after application so there is no disruption to the application experience.

The invitation email is sent to all the candidates for that employer irrespective of the source of application.

Enablement

The feature is switched off by default. For RPO customers, please get in touch with your account managers to enable it. For SaaS clients please raise a ticket with the Application Support team.

Before enabling the feature, please note:

• Springboard will automatically send verification invitation emails to eligible candidates coming via all sources on your behalf.
• You can review and customise the email template to reflect your organisation's branding and communication style before it is sent.
• As the sender of these communications, your organisation is responsible for ensuring compliance with applicable privacy, consent, and anti-spam requirements.

How this works

Verify with SEEK

If the feature is enabled on a Springboard site, an invitation email is sent to the candidates as soon as they complete an application for a job.

The email template can be configured and found under Administration --> App Comms.

The candidate clicks on the Verify with SEEK Pass button and is redirected to SEEK PASS portal.

The candidate completes the process, and when they are verified, a badge is shown against the candidate.

The column can be sorted and filtered.

 SEEK Profile

If the feature is enabled on a Springboard site, then recruiters will be able to see the candidate’s SEEK profile by 1. Go to the candidates’ grid and view a candidate in review mode.

2. Clicking on the icon as highlighted below:

3. The SEEK profile is displayed if available.

Interview enhancements

Release 7.44 introduces a range of improvements to the Interviews experience, making interview scheduling more intuitive for candidates, providing greater control over interview management, and improving consistency across recruiter scheduling workflows.

What's New?

• Stronger Governance and Transparency: Candidates can now view and book interview slots in their local timezone, with timezone-aware interview times displayed across booking pages, emails, and SMS communications. This helps reduce scheduling confusion and improves the interview experience for geographically distributed candidates.
• Greater Control Over Candidate Self-Unbooking: Organisations can now restrict candidate self-cancellation within a configurable timeframe before an interview. When cancellation is no longer permitted, customised guidance messaging can be displayed to direct candidates to the appropriate contact for assistance.
• Consistent Recruiter Scheduling: Recruiter calendars now display interview sessions based on the interview location's timezone, providing a consistent view when managing schedules across multiple regions and locations.
• Shared Schedule Improvements: We've resolved several issues within Shared Schedule management, improving schedule creation, requisition association, navigation, and bulk slot generation workflows to deliver a more reliable scheduling experience.

Benefits

• Reduce timezone-related booking errors.
• Improve the candidate self-service scheduling experience.
• Better manage late interview cancellations.
• Increase consistency across recruiter scheduling workflows.
• Enhance reliability of shared interview schedule management.

Enablement

The above features are available via configuration.

RPO clients – Please get in touch with your account manager to know more details or enable it.

SaaS clients – Please raise a ticket with Application Support team to know more details or enable it.

Selection report enhancements

Springboard now supports raising and managing multiple Selection Reports on a single job. Previously, a job could only support one Selection Report at a time, which meant organisations running more than one selection process from the same advertisement often needed to duplicate jobs or manage additional rounds outside of Springboard.

This enhancement is particularly valuable for government and public sector organisations, where Selection Reports form a key part of a transparent and accountable merit-based selection process. Being able to run several Selection Reports in parallel is especially useful for long-running campaigns, evergreen jobs, and jobs with multiple recruitment rounds and selection processes. Each Selection Report now has its own Panel Chair, candidates, and approval process, while remaining linked to the one job for complete visibility.

What's New?

• Multiple Selection Reports per Job: Raise and run several Selection Reports on the same job at the same time, with each report following its own independent lifecycle from draft through to approval.
• Manage Selection Reports: A new Selection Reports section on the job provides a single place to create, view, and track all Selection Reports raised for that job.
• Clear Status Tracking: Reports are grouped into In Progress, Submitted for Approval, and Finalised, making it easy to see where each selection process is up to at a glance.
• Easy Identification: Each Selection Report is given its own unique reference number and a description, so reports for different rounds, locations, or panels can be easily told apart.
• Copy an Existing Report: Quickly set up a new Selection Report by copying the panel and report details from an existing one, saving time when running subsequent rounds with a similar panel.
• Targeted Panel Chair Invitations: Panel Chairs are invited to each report individually, and their email link takes them directly to the specific Selection Report they are responsible for.
• Candidate Visibility Across Reports: Candidates already included on another Selection Report for the same job are clearly flagged, helping panels avoid duplication and confidently validate appointed candidates.
• Complete Audit History: Key actions such as creating, copying, revoking, and relaunching a Selection Report are recorded against that report's reference number, providing a clear audit trail for every selection process.
• Automatic Report Creation: Where Selection Reports are automatically raised when a job advertisement closes, a draft report is now created straight away and appears in the Selection Reports section, with the Panel Chair notified automatically.

Benefits

• Support for Multiple Recruitment Rounds: Run multiple rounds and selection processes from a single job and advertisement, without the need to create duplicate jobs.
• Ideal for Evergreen and Long-Running Campaigns: Raise new Selection Reports as and when appointments are made across the life of a campaign.
• Greater Visibility and Control: See every Selection Report for a job, its status, and its outcome in one place.
• Reduced Administrative Effort: Copying existing reports and automatic Panel Chair notifications reduce manual setup and follow-up.
• Stronger Governance and Transparency: Independent approvals for each report, candidate flags across reports, and full audit history support compliance with merit-based selection and record-keeping obligations.

Enablement

This feature requires setup and configuration per client. Contact your Account Manager if you’d like to know more about this feature.

Minor bug fixes & Enhancements

The following lists other items that have been fixed or improved as part of this release. If you would like further information on any of these items, please contact Application Support.

SBATS-XXXX numbers refer to the PeopleScout internal User Stories linked to each of these changes / enhancements.