How to Use Skill Society: From Application to Human Review

Start a Skill Society workflow with a job description, job-related requirements and a named reviewer. Then configure qualification, invite candidates, collect interview evidence and decide the next step. The exact features and integration options depend on your account and setup.

This guide covers applications through review. Offers, e-signatures and employee onboarding sit outside the documented applicant-tracking scope.

1. Prepare the role and ownership

Record the role, location, work pattern and requirements. Separate essentials from preferences, and decide what evidence supports each one. Assign a reviewer for uncertain answers and a contact for candidate support.

Confirm current plan terms and any connector needed before estimating the rollout. Do not assume historical credits, free access or a particular setup time apply to your account.

2. Configure qualification routes

Build role-specific questions and choose how responses progress, filter or reach human review. Test realistic examples, including incomplete and contradictory responses.

A missing licence number may require follow-up; a document upload does not prove the licence is valid. Keep verification with the person responsible for that check. See pre-qualification.

3. Configure the interview and explain it

Set the role questions, first message and interview window. Tell candidates that they will interact with AI, what is recorded, what happens next and where to get help or request an alternative.

Test the mobile and desktop path, including the microphone check, before inviting a live cohort. Do not assess an interrupted recording as though it were a completed answer.

4. Invite applicants

Use the public role link or supported bulk invitations. For an ATS connection, first confirm the trigger, required permissions, returned data and handling of failed or duplicate events.

Your applicant source may remain the ATS; Skill Society can also manage a standalone role-based application workflow. Inspect the integration options for the actual system involved.

5. Review CV and interview evidence

TalentFit compares the CV with the active job description and supplies fit evidence without automatically rejecting the applicant. AI interviews provide recordings, transcripts and question-level analysis.

Check source answers, gaps and any suspected transcription error. Use the same relevant criteria across candidates, and document the reason for the next stage. Scores organise attention; reviewers remain responsible for the decision.

6. Schedule the next conversation or request references

Use supported scheduling when a person needs to meet the candidate. For references, prepare consistent job-related questions, explain the process and review the returned answers. Confirm any reference-report handoff separately from interview-report sync.

Keep professional checks and verification in the wider hiring process. A first voice interview does not replace a practical test, credential check or reference follow-up that the role requires.

7. Close the loop and improve

Update the candidate stage using the actions your role permits. Communicate the next step and review incomplete interviews or candidates waiting for follow-up. Use candidate feedback and completion data to find friction.

Measure total human work, including setup and exceptions. If many applicants reach manual review, investigate unclear questions or unrealistic requirements before making the filter stricter.

FAQ

Q: Do we need another ATS? A: Not for the documented application-to-review workflow. If you need requisition approvals, offer letters, e-signature or onboarding, retain or select systems for those requirements.

Q: Does AI make the hiring decision? A: No. Qualification rules can route responses, but authorised people control candidate stages and final hiring outcomes.

Q: Can every colleague see every role? A: Access depends on account responsibility, role assignments and feature permissions. Review the team access model before adding reviewers.

Walk through your first role

Book a demo with your role requirements, source system and a sample shortlist. Test the complete candidate-to-reviewer path before expanding the workflow.