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The process of finding and hiring a person (or people) for a job vacancy can sometimes be time consuming. Using software like Interview Coordinator to manage the process can help ease the recruitment administration burden.
Therefore, when someone agrees to become candidate for a vacancy which is administered by the Interview Coordinator software, their personal data is added to a database with the aim of making the recruitment process less time consuming and more efficient.
Where personal data is stored on a database, the “data subject” (I.E. the Candidate) has the legal right to review the data stored (see http://interviewcoordinator.com/candidate-personal-data/ ). The Interview Coordinator software allows all Candidates to review all their personal data through a series of web pages called the “Candidate Administration” pages.
Interview Coordinator candidate data is referenced by Vacancy and Email address. One email address can be linked to one or more vacancy records (called “Campaigns).
Having entered the identity verification code into the Candidate Administration : Verify Identity page, the candidate is presented with a list of Campaigns with which their email address is associated. The Candidate can then drill down into any of the Campaign records to review the full Candidate record for that Campaign.
The full Candidate personal data record can include the following sets of information :-
- Name and contact details
- Documents used as part of the recruiting and selection process
- A history of event invitations
- A list of Journals which act as a contact history between the hiring organisation and the candidate
- A list of the “interview content” (I.E. question responses, videos and recordings) submitted in support of the candidate application for the vacancy
- A list of any “opinions”, “ratings” and “scores” documented by the hiring decision makers
Please note : the amount of candidate data stored will depend on how fully the hiring organisation has chosen to use the Interview Coordinator software and their preferred recruitment process for each vacancy.
Use the following menu options on the left hand side of the web page to review the above sets of information
- Candidate Details – Personal contact details, Documents, event history, Journal history
- Interview Content – interview content supporting candidate application for vacancy
- View Opinions – a list of any documented hiring decision maker opinions
- View Question Scores – a list of any documented scores which judge the candidate responses to interview questions
- View Attribute Scores – a list of any documented scores which rank the candidate characteristics identified as being the basis for judging the best person (or people) to hire.