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How to Use Skill Society (Step‑by‑Step)

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Alberto Cubeddu
Alberto Cubeddu

Hiring shouldn’t feel like admin. Skill Society turns applications into real conversations with a simple, modular workflow you can run in minutes. This guide walks you through the essentials — from first setup to signed offer.

Visit: skillsociety.com.au

Before you start (5‑minute checklist)

  • A clear Job Description (JD) with must‑haves and nice‑to‑haves
  • Your availability (or a connected calendar)
  • Pre‑qualification rules for quick decisions
  • A reference question set you’re happy to reuse
  • Credits in your account (pay‑as‑you‑go; no lock‑in)

Tip: Keep the JD tight. The clearer the must‑haves, the faster the shortlist.

1) Create your role

  1. Start a new role and paste your JD.
  2. Add a Role Brief: title, core requirements, salary band, location, and any must‑have certifications.
  3. Choose your workflow modules: Pre‑Qual → Scheduling → On‑Demand Voice Screening (Alex) → References.

Outcome: A clean, reusable role template without the fluff.

2) Set your Pre‑Qual Rules (decision matrix)

Define how applicants move to Qualified / Pending / Disqualified.

  • Must‑haves: non‑negotiables (e.g., full working rights, licence, years of experience).
  • Nice‑to‑haves: bonus points that lift someone into an interview.
  • Knock‑outs: hard blockers (e.g., location limits, missing ticket).

Good pattern:

  • 3–6 must‑haves
  • 2–4 nice‑to‑haves
  • 1–3 knock‑outs

Pending = “let a human decide.” Use it sparingly to keep momentum high.

3) Candidate comms & branding

  • Customise emails and messages (tone, instructions, privacy notes).
  • Add a short “What to expect” section so candidates aren’t guessing.
  • Optional: link to your values or team intro page.

Outcome: Fewer questions, better show‑up rates, stronger experience.

4) Go live

  • Publish the role and share the unique apply link wherever you advertise (job boards, careers page, LinkedIn, internal referrals).
  • Applications start flowing through your Pre‑Qual Rules instantly.

Outcome: Noise filtered; signal surfaced.

5) Scheduling without the ping‑pong

Choose one or both:

  • On‑Demand: candidates can speak with Alex immediately — ideal for speed and volume.
  • Book a time: candidates see your availability and pick a slot (no email back‑and‑forth).

Outcome: First conversations within hours, not days.

6) Voice screening with Alex (optional but powerful)

  • Candidates answer role‑specific, fair questions in a natural conversation.
  • We record and transcribe, so you can be fully present later.
  • You receive a concise Evidence Pack: key quotes (with timestamps), clips, and a short summary.

Outcome: Comparable insight across applicants — beyond résumés.

7) Review & shortlist

Use the Evidence Pack next to each candidate:

  • Check must‑have coverage fast.
  • Skim timestamped quotes for proof, not vibes.
  • Add notes and tag stakeholders.
  • Move to Interview, Hold, or Pass.

Outcome: Alignment across the hiring team without another meeting.

8) Run reference checks (digital, consistent)

  • Send your structured question set.
  • Track responses in one place.
  • Export the output for your ATS or approvals.

Outcome: A consistent, fair reference trail that’s easy to share.

9) Decide & close

  • Compare finalists by the same criteria you set at the start.
  • Share the final Evidence Pack with decision‑makers.
  • Mark Hired and archive the role or duplicate it for the next opening.

Outcome: Confident, defensible decisions — and a process you can repeat.

Best‑practice playbooks

A) High‑volume roles (retail, contact centre, hospitality)

  • Keep must‑haves short and clear.
  • Use On‑Demand + auto‑scheduling for speed.
  • Send reminders; drop‑off decreases when comms are clear.

B) Specialist roles (engineering, compliance‑heavy)

  • Ask Alex scenario‑based questions that reveal judgment.
  • Keep notes next to timestamped quotes for board/HR sign‑off.
  • Use Pending carefully to protect fairness.

C) Startups & lean teams

  • Reuse role templates.
  • Credits let you scale up/down with hiring spikes.
  • Share Evidence Packs with founders to decide quickly.

Integrations & data handling

  • Plays nicely with your existing stack (bring your own ATS if you like).
  • Password‑less sign‑in (magic links + one‑time codes).
  • Audit trail for access and edits.
  • Export on request; archive or erase by agreement.
  • Built with ISO 27001 / SOC 2 practices in mind.

Troubleshooting quick wins

  • No‑show risk? Send a short “what to expect” email 24 hours before.
  • Low apply‑to‑interview rate? Loosen one must‑have or add a Pending path.
  • Timezone clashes? Offer On‑Demand to keep momentum.
  • Too many Pendings? Tighten rules; clarify knock‑outs.
  • Stakeholder drift? Share the Evidence Pack early.

FAQs

Do I need an ATS?
No. Use Skill Society standalone or alongside your ATS.

Does this replace recruiters?
No. We provide the rails; you own the relationships and decisions.

How does pricing work?
Credits, not contracts. Pay for what you use; pause anytime.

What about privacy and security?
Password‑less access, audit logs, and secure hosting with compliant providers.

Next steps

Built for people who hire people — proudly Australian, proudly practical.

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