# How to Use Skill Society (Step‑by‑Step) Canonical URL: https://skillsociety.com.au/blog/posts/how-skill-society Markdown URL: https://skillsociety.com.au/blog/posts/how-skill-society/markdown Published: 2025-11-01 Author: Alberto Cubeddu Excerpt: A practical, Australian guide to launching roles, pre‑qualifying candidates, scheduling interviews, and closing with confident decisions — all using Skill Society’s modular toolkit. 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](https://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 - **Have a look:** [skillsociety.com.au](https://skillsociety.com.au) - **See it live:** [Book a Demo](https://skillsociety.com.au/booking) - **Try it hands‑on:** [Free Trial](https://skillsociety.com.au/booking) *Built for people who hire people — proudly Australian, proudly practical.*