Recruitment
The Recruitment app manages hiring — open positions, candidates, the interview pipeline.
Anatomy
| Concept | What |
|---|---|
| Job position | A role you're hiring for (e.g. "Senior Backend Engineer") |
| Candidate | A person being considered for one or more positions |
| Application | A specific candidate's pursuit of a specific position |
Job positions
Recruitment → Job Positions → Create:
- Title
- Department
- Number of positions
- Required experience / education
- Salary band
- Status: Open / Closed
- Description (rich text — feeds the careers page)
Open positions can publish to your website's careers page (via the Website app, if installed) or to external job boards via the OCA hr_recruitment_indeed / hr_recruitment_linkedin modules.
Candidate sources
Candidates enter the pipeline from:
| Source | How |
|---|---|
| Website career form | Auto-creates a candidate + application |
| Email to a hiring address | If configured, auto-creates from sender's email |
| Manual entry | Recruiter adds someone they sourced |
| Referral | Employee submits a referral |
Interview pipeline
Each application moves through stages:
| Stage | Default |
|---|---|
| Initial Qualification | Recruiter screen |
| First Interview | Hiring manager |
| Technical / Skills Test | Specialised round |
| Final Interview | Decision maker |
| Contract Proposal | Offer extended |
| Hired | Closed won; converts to Employee |
| Refused | Closed lost; with reason |
Customise stages per position type.
Activities
Like CRM, activities drive movement:
- Schedule the next interview
- "Send offer letter" task with deadline
- "Reference check" with the candidate's previous manager
- Reminders to follow up
The recruiter's daily 🕐 list shows what's due.
Converting a candidate to employee
When a candidate accepts and signs:
Application → Hire:
- Creates an Employee record from the candidate's data
- Optionally creates a PLANA user account
- Closes the job position (or decrements the number of openings)
- Schedules the onboarding activities
Reporting
- Time-to-hire (days from application to hire)
- Stage drop-off (where candidates fall out)
- Source effectiveness (which channels deliver hires)
- Pipeline by position
GDPR for candidates
Candidate data is personal data:
- Retention policy: typically delete unsuccessful candidates' data after 1 year (configurable per your legal advice)
- The candidate has GDPR rights — access, deletion
- Configure auto-deletion in Recruitment → Configuration → Privacy