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[Music] in this video we're actually going to create or construct our first pipeline you recall in a prior video we did a bit of an introduction on pipelines and i'll just do a recap here before we start again so remember we've got a concept of an onboarding job and talk a little bit about the differences between onboarding jobs and other jobs that you have in your system essentially what we want to be able to do is anytime we have an ad hoc candidate that's coming into our system not for a specific job vacancy we want to get them into the process so that we can get them ready to work and is the most in the most efficient way possible so you can see here that this is a generic onboarding job and it's using the generic onboarding pipeline the generic onboarding pipeline has a registration phase a right to work phase triage reference check induction and at this point they are ready to be accepted into jobs because we've captured everything that we need to and therefore will be no problems further downstream i.e we've got their super choices we've got their tax details we've got their bank account details so how do we configure this particular pipeline so let's go and have a look again at just a quick refresher and then we'll go and create it so the way we configured this pipeline we did so within our settings remember only your account administrators have the options of doing this and this is the pipeline that we're creating the generic onboarding pipeline and it has these stages each stage has one or more actions on it for example the registration phase has a application form to complete the application form itself has a notification that we want to send to the candidates when we drop them into a particular state so this is the pipeline that we're going to create so i'll just drag this out of the way now typically the way i tend to start creating my pipelines is i like to do a little bit of a spreadsheet template so you can see here that we're now this we've got a pipeline which has three definitions for it it has the published pipeline the unpublished pipeline and the vacancy pipeline for your contingent labor business you simply do not worry about the vacancy pipeline vacancy pipelines more used for corporates recruitment recruiters where potentially they have to get approval before a vacancy can go online and we can build a complete process around the approval process but for contingent labor and forget for our recruitment business we're simply trying to get our candidates into our process as quickly and as seamlessly as possible so we're we're focusing more on the unpublished candidate pipeline so just to talk about what the difference is between a published pipeline and an unpublished pipeline you may have a job that you will you may or may not post to your jobs board if you post the job to your jobs board then when a candidate applies for that job they're going to go through the process defined by the published pipeline workflow however you can imagine that when you in this case we want a pipeline just to manage ad-hoc candidates that are coming through they're not coming through for a specific job and therefore by default those jobs are not published so we need a process around an unpublished candidate pipeline just bear with me if you don't understand the difference between the two i'm sure by the we get through the next examples it'll it will become much more clear to you so essentially what we're saying is we want to build our pipelines with these stages and then this is the order number that we're going to give the stage the reason i put big number differences between the orders is because maybe later you say oh i want another stage well you can just insert another stage by giving it a number greater than 200 and less than 300 and it will appear in the right order so just to explain so this this entry stage here is we don't have any actions on this we want the candidate to enter and then as soon as they enter be assigned to the next stage because we can automate that and i'll show you how that works then they're going to go to the registration stage and when they hit that we're going to ask them to complete a candidate registration form but we're also going to need to have a notification template defined for them so that we can communicate with them get them the email get them the link so they can do that in a seamless way right to work check no can no communications need to go out for that simply we do a call to the vivo and when i configure it this will become clearer to you triage and interview again just a nice blank stage no actions to be completed but typically people will come out of my check for right to work and go into a triage and interview stage we then go to reference check we will then ask we will then complete a reference check so therefore we need particular questions associated with that we don't necessarily need to create any notifications because in this example we're not sending the reference check to the referees directly to complete we're going to ask somebody in the recruitment business that you run is going to be ringing the referees and completing those online but capturing all the details related to the reference check then we're going to induct them and when we induct them we want them to complete read the handbooks agree to policies procedures capture the tax details capture the bank and this is again i just repeat as an example but hopefully when we've been through this example you'll understand some of the options that are available to you now this this this is really quite a useful process because we actually want to do things backwards because when i create the registration stage i'm going to want to attach an assessment to it and when i create the assessment i'm going to want to attach the notification to it so therefore by default i need to have my notification created so that i can attach it to the assessment and i need to have my assessment created so i can attach it to the registration so hence that's why i often do a little spreadsheet like this because it really helps me do things in the right order so i'm just going to drag that over to the side now and what we're going to do is we're going to create our first pipeline and then i'll we're going and then i'm going to show you exactly the process of getting it all working in an automated fashion so the first thing you do you come up you add your pipeline now if you had other pipelines already existing you can copy the detail from one and therefore you're only making changes to the next one that you're adding that's a really nice feature and we'll see that when we do our next pipelines because clearly at the moment we don't have one so we can't copy from one so we go no we give it a pipeline name we're going to call this on our generic onboarding and i save that so see it immediately defaults to some what we call our default pipeline statuses this is our published and you recall and i will just come back and i'll just pop the spreadsheet back here so you can see it so you recall that our publish pipeline we were just going to have my talented interested why because no one's going to be applying we're not going to ever publish this this jobs for this pipeline so we don't need to do anything so for the moment we would simply now remove our applied because people are not applying for that job online i'll just get my spreadsheet back just drag it to the side so that i can refer to it now my own published pipeline you'll remember we had an entry stage we want to call it entry so i'm going to change the name of this this is the entry stage now what we want to do is candidates will come into the entry stage remember if you look at the previous video we parsed the cv we said we wanted to onboard them we selected the job we were on boarding them for then it attached it collected the pipeline that was associated with that job the candidate entered the pipeline and then they were moved automatically to the following stage and the way we did that they enter the stage is the stage complete yes it is then when it's complete automatically move the candidate from the stage to the stage number 100 and you'll recall and i'll just do that recall 100 is the cat is the the order of the registration stage so we'll go and create that so there's our first change the second thing is we're not inviting people into the pipeline and invitations are typically related to when we're putting people into a roster so we can we can delete the invited stage we don't need that my accepted stage is going to happen after induction so we're going to specify that and i like to put a big number on this i've got plenty of room to take between when when the person finally gets to being accepted now note when they accept them we auto create them as an employee role so what that means is that we're taking a candidate through the process they're a candidate they continue to be a candidate and then when we finally move them into accepted stage their profile changes they become an employee then their user experience when they're accessing the system themselves in their own right is represented of an employee rather than a candidate so now we've got our auto create employee so we'll save that on our rejected i don't like rejected i think it's a bit of an um it's not a very friendly term so we tend to call it unsuccessful so we'll change that to unsuccessful so and we'll put that to 2 000. so you know this is happening way after the sense and then later we can actually create the particular kind of notification that we want to send to the candidates when they get moved into that stage so now we've got entry stage accepted unsuccessful so we need to do the rest we need to now do we're going to now do registration right to work we're going to do these five stages and i'm going to create them into the pipeline state so let me do that now so this one is called registration typically you give the code the same thing i won't explain why we have a code it's not really important for you you just you just carry on using the code and the title to be the same it's for much more complex requirements and we cover them in the in the administrative guide rather than the introductory guide that we're giving for you now so the code 100 done so then see it stopped in the middle because we've got this one starting at -1 this one's a thousand so it's going to hop in here so then we'll add our next one which is a right to work check now again we just use the same codes this is going to happen at 200 and we're going to have it's a vivo check and when the vivo check is finished it's going to go to 300 in other words the next stage after the vivo check has been completed so we'll save that here it's popped in here so now we're going to add our next one which is of course the triage and there's a lot of ways that we can handle interviews but for this example we're doing a standard interview where you you'll get them into the stage and you'll manage that process directly so we'll now give that so that's the code 300 and we don't need to do anything more than that except another stage this one now is going to be reference check and i'm going to update this later because of course i haven't created the reference check which is the concept about doing things backwards so i'm going to explain that so reference check and then finally the last stage we want for our example pipeline is induction and take that in at code 500. so this will be so we're all done so there is our unpublished pipeline for processing ad hoc candidates now we do have to add another stage in here see we've got live mine one i'm going to make that a thousand because i need to add another one called onboarding on board and the reason i need to do that is because this job is never going to go live okay so it's called onboard so now we've got our pipeline for managing candidates into a generic situation and what i mean by that is ad hoc candidates remember they're not they're not applying for a specific job we're bringing them in directly into the process we just want to get them into our workflow into our pipelines to get them ready to be employed as quickly and as seamlessly as possible okay so i'm just going to finish the video now because that shows you this is really the first stage which is creating your stages explaining how we do it and then in the next two videos the next video i'm going to show you how we create the notifications for these two notifications then we're going to create the reference check because we want to say what are the questions we're going to ask the referees and then we're going to get a little bit have a little bit more fun around some of the more complex assessments around candidate registration and deduction so thank you very much and i look forward to taking you through the next stage [Music] you