Release 7.34

 

Version 7.34 introduces the following new features outlined below. This release also covers bug fixes and other small improvements which are outlined in these notes.

Please note that some screenshots in this document represent pre-release versions and may differ slightly in the production release. Release version 7.34 scheduled for release in February 2024.

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

 

Managing Email Templates – All New!

 We are excited to introduce the latest update to Springboard, featuring all-new Email template Management.  

With this release, we have focused on streamlining the email creation and email management process, providing more flexibility, and enhancing overall user experience.  

The feature would be enabled is not enabled by default. Our support team can enable it on request. Please speak to your account manager or our support team for more details or queries. 

 

Key features:

App forms management screen

We have revamped the existing app comms management screen look and feel to make it easier to use for Springboard users.  

 

Some of the key changes are as follows: 

 1). Header – This section will provide two major functions i.e., 

1. Search Messages – New search panel has been added.  
2. Create New Message – Existing feature, however the placement has been changed from the bottom to the top 

 2).  A new column with label Action has been included which gives users options like edit and copy the email templates. 

 3). The email template subject is also included under the message name to provide more clarity. 

 

 

Search Messages panel

 The new Search Messages functionality is available on the app comms management screen and when clicked opens a search panel that helps the user to search the email templates by name, subject and status. This enhancement is extremely helpful for the clients hosting many email templates.  

The user can search and get the results based on the filters provided on this panel without having to go through the complete list of the email templates. 

 

 

Copy Email template

 The copy button is available under the Actions column and which when clicked creates copy of an existing email template. This will save the users from the manual effort needed to create an email template from scratch. 

 

Here is the step-by-step guide on how to create a copy of an email template: 

 1). On your Springboard instance, click on the Administration --> Click on App Comms --> On the selected email template, click on “Copy” button. 

 

 

2. A pop-up as shown in the screenshot below would appear.  Enter the name of the new email template and click on the continue button. 

 

3. A success message will be displayed on the top.  

 

 4. The user is then redirected to the edit mode of the new email template. User can then review, make further edits, or start using the email template as-is. 

 

Attach documents to email templates

 With Release 7.34 we are introducing the capability to add attachments to the email templates thereby streamlining and enhancing the communication capabilities.  

The feature would be enabled for all our clients by default from Release 7.34. Please speak to your account manager or our support team for more details or queries. 

 

Key Highlights:

 

1. Effortless Attachment Handling:  

1. 1. 1. Users can now include attachments seamlessly within email templates directly from the admin area. 
      2. This feature simplifies the process of sending standardised emails with necessary documents or files attached   

 2. Enhanced Productivity: 

1. 1. Save time and reduce manual effort by selecting and attaching files directly when creating or editing email templates. 
   2. Improve consistency in your communication by ensuring that relevant files are consistently included in your emails. 

 

The attachments could be dynamic or static.  

Dynamic attachments are the attachments are the placeholders that would be replaced at the time of sending the email for example, primary resume, position description, application documents. These can be included to the email template by switching on the toggle.  

This implies that when the user turns on the toggle switch against a document type, for instance position description, and the email is sent to the candidate(s) on a job, the position description for the job is added in the real time and added as attachment to the email.  

Static documents are the documents that can be added via file uploader. These documents are added as attachment and sent as-is to the candidate.  

 

Here is the step-by-step guide on how to add attachments to an email template: 

 1). On the Springboard, click on the Administration --> Click on the App Comms --> On the selected email template, click on the Edit button. 

2). On the email template edit mode, click on ADD button. 

 

3). The attachments section would expand.  

 

4). The attachments can be added from following options: 

• Primary resume 
• Position Description 
• Application Documents 
• Files uploaded via file uploader 

 

 5). The user adds the documents and click on the save button. The confirmation message is displayed.  

6). In this example, the user adds a position description document with name “Job Description.docx” to the job. The candidate has added a document as resume “Resume.docx” and cover letter “Cover Letter.docx” as application document. And the admin user has uploaded a document “Instructions.docx” on the email template. 

 7). When the user tries to send email to the candidate from candidate’s job grid, the position description, primary resume, and application documents files are dynamically replaced at the time of sending the email. 

 

8). The candidate receives the email with the attachments.  

 

Directly score candidates based on their application responses

With release 7.34 we are introducing a key and powerful enhancement to Springboard – the ability to directly score candidates based on their application responses.  This feature is supported for new application form and aims to streamline your hiring process by providing a structured and objective evaluation of the applicants based on the responses provided on the application form. 

 

Key Highlights:

 

1. High-Volume Hiring

1. 1. Automate top of the funnel candidate review 
   2. Knock-out applications which do not meet key selection criteria. For example, seasonal hiring, surge recruitment, qualified talent pool  

 2. Reduce candidate drop-off 

1. 1. Quicker application review and communications to candidate reduces drop-off rate. 

 3. Recruiter/ HM efficiency 

1. 1. Automation leads to efficiency 
   2. Spend more time engaging with the most promising applicants and less time on the intial screening tasks. 

 4. Address quality of Hire 

1. 1. Surface the best candidates from a large applicant pool via use of applicant scoring  

 How it works:

Enable the feature:

1. 1. The feature can be turned with minimal configuration on any site using new application forms. Your account manager or Peoplescout Support Team can help you with this step. 
   2. Once the initial set-up is completed, from the Administration --> Forms and Front-end Admin --> Open the application form in the edit mode --> Settings--> Click on the Scoring Settings.
2.  
3. 
4.  
5. 3. The scoring settings view will be opened. Only single-select and multi-select components can be scored.  

Single-select components (drop-down/ checkbox/ radio), the candidate will be scored based on the option that they have chosen for the question. 

Multi-select components (drop-down/ checkbox/ radio), the candidate will be scored based on all the options that they have chosen for the question. 

 

4. The questions can be added from the Select Any Questions drop-down. 

 

 

5. Scores can be assigned as negative or positive numbers.  

6. The user can also choose who can view the application form scores using the below configuration.  

 

7. While configuring the scores, if at any point, the user wants to refer to the application form question, they can use the preview icon as highlighted in the screenshot below to view the application form in a new tab. 

 

8. There are two important fields on this screen i.e.,  

1. 1. 1. Maximum Possible Score - The maximum score is the cumulative score of all the responses on an application form. 
      2. Pass/ Fail Threshold – The field is used to determine the minimum score that an applicant needs to obtain to pass. Pass or Fail outcome is visible on the candidate grid, and the rules engine can be used to make decisions based on the pass or fail outcome.  

 9. The questions can be removed from the scoring settings view by using the delete icon.  

10. Once the scoring settings have been saved, the application is ready to be used for scoring on a job ad.  

 

View the applicant score:

1. The application score and status can be viewed from the candidates’ job grid  

2. The applicant score can be viewed under the Applications tab as pasted in the screenshot below. 

 

3. Clicking on this button opens the detailed view or the scorecard.  

 

Using application scoring for automation:

The application score and the status can be used as a condition while creating rules and used for processing the candidates automatically.  

 

  

Extracting application scoring:

  The application form score can be extracted from to excel templates, bulk-print and standard templates. 

 

Option to generate a total score instead of a percentage result for screening questionnaires

With this release, we are introducing a very significant update to the questionnaire section – the ability to score the questionnaire responses based on points. The admin user/ recruiters will be able to choose whether to score the applicant’s questionnaire response based on new points-based system or the existing percentage system. clearer and more granular understanding of applicants' performance and better aligns with industry standards.This change aims to provide a clearer and more granular understanding of applicants' performance and better aligns with industry standards. 

  

Key benefits:

1. Point-Based Scoring: Each question will be assigned a specific point value, allowing for a more precise evaluation of applicants' responses. 
2. Improved Decision-Making: This helps the hiring team to gain greater granularity in assessing applicants' responses, leading to more informed decision-making. 

  How it works:

•  The aggregate or point-scoring is allowed only for single-select (drop-down, radio) and multi-select type questions.  
•  The scoring can be positive or negative whole numbers. 
•  For single select, the score is calculated based on the applicant’s response to the question. 
•  For multi-select, the score is calculated for based on the sum of all the options that the applicant has chosen for the question. 
•  The total score is calculated as the sum of the scores of the selected questions.  
•  The total score is displayed on the candidates’ job grid. 
•  Based on the questionnaire threshold set, the system will auto-calculate the questionnaire result as Pass or Fail. 
•  The questionnaire result is displayed on the candidates’ job grid. 
•  The questionnaire score and result are available as a condition under the rules engine automation. This implies that the applications can be process automatically based on the rules configured. 

  

Here is the step-by-step guide on how to do point-based scoring on a questionnaire: 

 1). From Springboard, click on the Advertisements --> Questionnaire Builder. 

 

2). Click on the No scoring defined against the selected questionnaire. The questionnaire screen would be opened. 

 

3).  Select the scoring method as Aggregate (point scored) from the drop-down as shown in the screenshot below: 

4). Set the Questionnaire Threshold.  

 

Maximum Possible Score - The maximum possible score is the sum of the highest possible score for each question. 

 Questionnaire Threshold - Allocates the total score required by a candidate to pass the questionnaire. 

 

5). On each question, select Score from the Question Weighting drop-down and assign scores to each option and click on the save button. The questionnaire is now ready to be used for a job ad. 

 

 

6). On Create Ad screen, add the questionnaire to the job ad (As-is functionality). 

 

7). When applicant responds to the questionnaire attached to the application form. 

 

8). The grid column names can be edited by the admin user via Administration --> Configure Grid Columns --> Select the grid that you want to update --> Click on Save. 

The applicant score is stored under Q% column but in this example, we have changed that column name to QU 

The questionnaire result P/F is stored under Q P/F column like percentage-weighted system. 

 

9). Navigate to candidates’ job grid for the job. The questionnaire score and P/F result will be displayed as shown in the screenshot below. 

The columns can be sorted in ascending or descending order. 

Filters can be applied to the column. 

 

 

10. The questionnaire score and result can then be used for rules engine automation.  

 

11. The questionnaire result pass or fail is available as a condition on Step 2 of the rules engine automation. 

 

 

12). Set up the configuration. For example, if the applicant passes the questionnaire, then subsequent actions happen. 

 

13). The questionnaire score is available as a condition on Step 2 of the rules engine automation. 

 

14). Set up the configuration. For example, if the applicant score is less than or equal to 40 then subsequent actions happen. 

 

 

Support Date and Number fields for questionnaires 

We have added two more data types to the existing questionnaires i.e. date and number. 

While creating a question, the user will be able to select the question type as number and date. 

 

The question can then be used on a questionnaire. If the applicant tries to respond with non-numeric input to question type Number, then the validation error is thrown. 

 

Similarly, if the question type is Date, then the date picker component will be displayed in the questionnaire to the applicant.  

 

New Partnership with VidCruiter

 The digital interviews offer several advantages over traditional in-person interviews contributing to their increasing popularity and benefits in terms of accessibility, cost-efficiency, time-saving process, flexibility to name a few.  We are very delighted to announce that  Springboard is now fully integrated with Vidcruiter – our new Digital Interviews partner.   

VidCruiter is a digital interviews platform that allows recruiters to streamline their recruitment processes, particularly with the digital interview process.  

The Springboard-Vidcruiter integration is seamless and streamlines the overall hiring process.  

Contact your account manager if you are interested in incorporating Vidcruiter integration into your Springboard solution. 

 

Here is the step-by step guide on how to use Vidcruiter integration in Springboard. 

 

1). Login to the Springboard and navigate to the Job --> Candidates’ job grid --> Right click on the candidate (on which reference-check has to be initiated) --> Click on Assessments/Check --> Click on Request 3^rd Party Assessment. 

 2). Select Vidcruiter from the Assessment Provider drop-down list.  

 

 

3). On the Request 3^rd Party Assessment screen, check the candidate details prefilled automatically and select the Package to be sent out to the candidate.  

Click on the Request Assessment button at the bottom of the screen. 

 

4). The candidate will receive an email with the link. Click on the link.  

 

 

5). The candidate will be redirected to the vidcruiter portal (as pasted in the screenshot below) 

to complete their video interview. 

  

6). Once the candidate has completed the interview the business process owner / interviewer will be able to view and score the candidates based on their responses to the interviewed questions.  

 7). On the Springboard, the candidates’ job grid columns -  Vidcruiter status and Vidcruiter score and will signify the status and the score of the assessment. 

 

 

8). The status of the assessment can be viewed under Forms tab. 

 

The complete assessment report could be viewed by clicking on the assessments links. 

  
Rules engine automation with Vidcruiter

Generating Assessments:

Alternatively, the assessment can be triggered automatically on an appropriate step using a rules engine automation.  

Step 1 - From Administration --> Process Designer --> Click on the Workflow template --> Manage Rules.

 

Step 2 - On the workflow step --> Click on create rule --> At Step 3:Actions --> Add Action --> Select Request 3^rd Party Assessment --> Select Vidcruiter from the Assessment provider dropdown list --> Select Package --> Select Business Process Owner --> Click on Next 

Step 3 - Save the rule. 

 

Using results to process the candidates:

 The recruiters can build automation rules based on the results received for vidcruiter status and score to process the candidates faster.  

 To do this, please follow these steps:  

 Step 1 - From Administration --> Process Designer --> Click on the Workflow template --> Manage Rules.

Step 2 --> On the workflow step --> Click on create rule --> At Step 2:Conditions --> Add Condition --> Select Vidcruiter Status from the drop-down --> Add value --> Click on Next. 

 

 

 

New Partnership with Checkmate 

 Checkmate is an easy-to-use online reference checking and background screening tool. It is a cloud-based background check tool that helps businesses in technology, retail, education and other industries streamline candidates' reference checking and background screening. The system allows recruiters to balance thorough reference checking with a positive experience for referees. 

Springboard now provides a completely automated integration with Checkmate, launching reference check at the right step of your recruitment process, the recruiter would be then sent an online form over email to share the referee details. 

Contact your account manager if you are interested in incorporating Checkmate integration into your Springboard solution. 

 

Here is the step-by step guide on how to use Checkmate integration in Springboard. 

1). Login to the Springboard and navigate to the Job --> Candidates’ job grid --> Right click on the candidate (on which reference-check has to be initiated) --> Click on Assessments/Check --> Click on Request 3^rd Party Assessment. 

 

 2). Select Checkmate from the Assessment Provider drop-down list.  

 

3). On the Request 3^rd Party Assessment screen, check the candidate details prefilled automatically and select the Package to be sent out to the candidate.  

Click on the Request Assessment button at the bottom of the screen. 

 

4). The candidate will receive an email with the link. Click on the link.  

 

 

5). The candidate will be redirected to the checkmate web-screen as pasted in the screenshot below.  

 

6). The candidate will have to follow the prompts.  

 

 

7). On the Springboard, the candidates’ job grid column Checkmate will signify the status of the assessment. 

 

8). The status of the assessment can be viewed under Forms tab. 

 

9). The referees will be sent email with the link to fill up the reference-check form. Once they fill and submit the form, the user will be able to see the assessment status as completed from their Springboard.  

 

The complete assessment/ reference-check report could be viewed by clicking View Report as highlighted on the screenshot.  

  

Rules engine automation with Checkmate

Generating Assessments:

Alternatively, the assessment can be triggered automatically on an appropriate step using a rules engine automation.  

 

Step 1 - From Administration --> Process Designer --> Click on the Workflow template --> Manage Rules.

 

Step 2 - On the workflow step --> Click on create rule --> At Step 3:Actions --> Add Action --> Select Request 3^rd Party Assessment --> Select Checkmate from the Assessment provider drop-down list --> Select Package --> Click on Next.

 

Step 3 - Save the rule. 

 

Using results to process the candidates:

The recruiters can build automation rules based on the results received for Checkmate status and score to process the candidates faster. 

 

To do this, please follow these steps:  

 

Step 1 - From Administration --> Process Designer --> Click on the Workflow template --> Manage Rules 

Step 2 --> On the workflow step --> Click on create rule --> At Step 2:Conditions --> Add Condition --> Select Checkmate Status from the drop-down --> Add value --> Click on Next. 

 

 

 

Filter your jobs more easily using column filters

You can now filter your list of jobs quickly and easily using column filters on key fields on the job grid. 

 

 

 

Searching for candidates based upon multiple Tags

Adding Tags to a candidate is a useful way to classify, categorise or manage your candidates as they progress through your recruitment process. 

 

 

Prior to this release, when searching for candidates based on multiple tags, Springboard would return candidates who match ALL the tags entered. 

 

For example, a search on the tags “Weekends” + “Late Shift” would return a hit on Arjun Kumar. 

 

 

However, a search on “Weekends” + “Weekdays,” where perhaps the user is looking for candidates who are willing to work Weekends or Weekdays would not return a match. 

With this release, it is now possible to modify the behaviour of a Candidate Tags search at the client level to return either: 

• Candidates matching ALL tags entered in the search (this is the current and default behaviour); or 
• Candidates matching ANY tags entered in the search. 

Currently, this modification can only be made at the client wide level and cannot be tailored user by user.  

 If you would like this change to be applied for your client, please contact Application Support. 

 

 

New automatic email notifications available

New automated emails have been setup which can be sent to stakeholders such as the recruiter, hiring manager and others when various job update and job ad update events take place such as: 

• Job Status updated to Approved, Closed, Released, Retracted 
• Job Ad posted  
• Job Ad posted to specific sourcing channels 
• Job Ad Archived 

These emails do not utilise the Springboard Rules Engine for delivery but are enabled via configuration updates. If you are interested in setting up additional notifications to your stakeholders based on changes to jobs and job advertisements, please contact Application Support. 

 

Display interview times in AM/PM format instead of 24-hour time

It is now possible to render all interview date times in AM/PM time instead of the default 24-hour time. 

 [screenshot – 24-hour time] 

 [screenshot – AM/PM time] 

 If you would like to switch from 24-hour time to AM/PM time, please contact Application Support. 

   

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. 

  

Career Site / Application Form / Onboarding Portal

• Resolve an issue where some candidates could not login to the careers site where multi-factor email authentication is enabled. 
• Provide a new configuration option for candidate registrations, redirecting the candidate to either the Home Page or Profile page upon registering a new account. 
• Resolve an issue affecting come candidates applying to a role via the ‘quick apply’ feature (no login required). 
• Fix an issue with online (orbeon) forms to ensure bold tags are handled appropriately. 

Job Management

• When resetting a workflow, on some occasions candidates would not appear in a job process folder until a manual refresh was performed. This has been resolved. 
• When editing a job advertisement’s Seek posting details, a blank screen would be displayed under some scenarios. 
• Resolve an issue in the Questionnaire Builder admin screens where occasionally Section Text could not be entered under a question due to a disabled input control. 
• When attaching documents to a job advertisement, provide the ability to copy the link to that document to clipboard for publishing in other locations (such as a microsite or offline web page). 
• Within interview management, in some timezones selecting ‘Weekdays’ from Interview Scheduling would show the wrong days and could include a weekend day. 

 Candidate Management

• Resolve an issue where candidate source could sometimes be set incorrectly to ‘Candidate Profile’ instead of the true source (such as Seek). 
• Improve the Candidate Notes/Comments view of Onboarding comments so that they are easier to read and stand out more clearly. 
• Resolve an issue where an automated email to the recruiter / hiring manager was no longer being sent when a candidate accepted/rejected their onboarding offer with comments. 
• Resolve a layout issue on the Offer Details page making it difficult to read some text for some clients. 
• Filtering candidates by Processing Flag colour only returns candidates from the first / current page, not across all pages. This has been resolved. 
• Resolve an intermittent issue which can cause Springboard to crash when entering a candidate comment via the grid. 
• Resolve an issue adding new columns to the Talent Folder grid 
• Resolve issue with Spreadsheet uploads, supporting a column “Current Employer”. 
• Ensure that candidate comments are consistently displayed between the view in the grid and when clicking the ‘pencil’ edit icon. Under some circumstances these were not consistent. 
• Visually indicate when a filter has been applied on candidate grid columns 
• Support assigning coloured flags to more than 100 candidates at a time via bulk selection. 
• Enhancement to specify that all fields on the Expression of Interest form can be mandatory to complete by the candidate 

 Administration

• Resolve issues with the display of Seek accounts in the Seek Administration screen when editing an existing account 
• Make it easier to upload a DKIM certificate into Springboard to facilitate trusted email sending. 
• Minor changes to the workflow for creating new users view Administration to simplify creating new users based on a copy of an existing user. 

 Automation

• When creating a rule in the Rules Engine, ensure available conditions (filters) are sorted alphabetically for easier selection. 
• Support email templates larger than 4,000 characters when sending automated Interview emails as part of Interview Scheduling 
• Resolve an issue with Generate Form action where a ‘No recruiter is defined’ error occurred. 

 

Appointment Requests

• Increase the character limit for cancellation reasons when cancelling a request to 1000 characters. 
• Campaigns 
• Resolve several issues related to the Expression of Interest panel which can be added to a microsite page from Campaign Manager. These included sending emails when an EOI is submitted. 

 

Hiring Managers and Shared Services

• Resolve several issues displaying and cycling through documents presented to the Hiring Manager in the Feedback Requests portal. 
• Improve loading times for the ‘Form Approvals’ dashlet on the Hiring Manager dashboard. 

 

Offer Letters and Appointment Requests

• Resolve an issue with paragraph pack tags being replaced correctly in an offer letter / contract 

 Reporting

• Reduce instances of errors being returned when attempting to view Embedded Analytics reports. 

 

Security, Architecture and Web Services

• Ensure BSB Numbers sent to FlareHR include a leading ‘0’ 
• Support new fields for ‘Sourcer’ in the Create Requisition web service API. 
• Improvements to handling Macrons across various areas of the application 
• Rendering of job title on job descriptions page for new application framework 
• Candidate grid – column headers 
• Reference data admin screens 

SMS

• Improve usability of tracking SMS messages sent and received: 
• Fixes to the SMS notifications in notification centre 
• Improved display of SMS messages in the candidate communication tab 
• Improvement to displaying the correct user who sent the SMS. 
• Various enhancements to better support SMS sending/receiving in the US and UK. 

Usability

• Soften the use of the yellow warning triangle for communicating ‘no records found’. 
• Resolve an issue where HTML coding tags could sometimes appear within the read-only display of application form. 
• Improve the heading title in Springboard when transitioning from a job/requisition to Search Ads – the heading will now display as Jobs/Advertisement Search correctly, instead of remaining on Jobs/Job Details