Admin users with a Starter or Standard plan can refer to this guide when implementing Workable or reviewing account settings. For more info about account features:
We recommend implementing Workable in 3 main steps.
- Workflow Setup: Set up recruiting pipelines, compliance, job board connections and more. These account settings govern how the work of recruiting is done through Workable.
- Customization & Branding: Arrange custom data fields, a careers page, templates and more. These components impact how candidates see your brand and how hiring teams communicate.
- Start Recruiting: Create jobs and invite account members when you're ready to go live with Workable. The options here are used to roll out Workable and begin using it day-to-day.
Each of these three main steps can be completed in just a few hours and each option can be activated independently at any time. If you need to start posting jobs immediately, we highly recommend completing the job board initialization steps at a minimum.
Starred features indicate critical components of Workable and their use is highly recommended.
These options control how the work of recruiting is done in Workable. These are the features to set up first in an account because they will guide the ways in which users can interact with Workable and how certain features and processes will function.
Activate via: Settings > Workflow
Pipelines are the workflows that your teams use to recruit. They have stages for the milestones in your recruiting process. All pipelines must "fit" into a single overall reporting pipeline.
- Consider the needs of different job levels or departments. The hiring process for a manager is unlikely to be the same as for an intern. The process for a Marketing job may not be the same as for an Engineering job.
- Download and review pipeline examples for different types of jobs here.
- Finalize your hiring pipeline before you post your job and have candidates apply.
Enable compliance options based on your organization's requirements: GDPR, EEO/OFCCP (Equal Employment Opportunity) reporting, and CCPA (California Consumer Privacy Act).
If you recruit within the EU, we suggest enabling GDPR settings to:
- Allow for the permanent deletion of candidate data.
- Allow candidates to delete their own data.
- Add a privacy notice for candidates to review and consent.
- Set data retention timeframes so older candidates are automatically removed.
If you recruit within the US, consider talking to your legal or executive team about EEO/OFCCP and CCPA options. Regulations around these features are not applicable to all companies.
Activate via: Settings > Integrations
Key integrations unlock more functionality in Workable and help to improve job post visibility. It is essential to review these options to ensure your job posts are able to be found easily by prospective candidates.
Additionally, Workable integrates with many other systems like HR Information Systems, job boards, assessment and video interview providers, background and reference checks.
Activate via: Settings > Privacy
Privacy settings dictate the broad access that all user types should have for Talent Pool candidates, hired candidates, profile images, and social media links. While specific user levels and permissions are managed under the Account Members settings, the Privacy settings have general data privacy options for the whole account.
- Restrict the Talent Pool to admin members only, so that they control these candidates.
- Restrict the visibility of timelines for hired candidates, so that new users can't look up feedback about themselves or coworkers.
- For social media links and profile photos, enable or disable as you prefer. Workable will only bring in links and photos from publicly available sources, which could also be found through manual searching.
Activate via: Settings > Departments
Department settings impact the ways in which you can organize jobs, filter reports and manage other features. On your careers page, candidates can search your departments for jobs.
- Add your top-level departments and sub-departments based on your internal structure.
- Scroll to the bottom of the page and set preferences for department visibility.
- Stick to using high-level departments' names rather than specific teams. This will make it easier to organize Workable features and simpler for candidates to find the right type of job on your careers page.
Customization & Branding
This section covers options that will impact the various ways in which you'll communicate with candidates: From your career page, to interview questions, to offers and more.
The Company Profile page is where you'll upload a logo and write a brief description of your company. The logo will appear in various places like application forms, confirmation emails and certain invitations.
- Upload a logo and social sharing image.
- Write a brief description of the company.
Custom fields will appear on candidate profiles. They are data fields that can either be filled out by candidates as part of the application form, or hidden from candidates and filled out internally by the hiring team.
Below, the contact details are default fields that Workable automatically has. The Salary Info section is comprised of custom fields that were added for this particular account. Fields with sensitive info can be 'locked down' so that only users with the right permissions can see them.
- Create and manage custom fields in your account.
- Tip: Use custom fields to record salary expectations.
Activate via: Settings > Careers Page
Various options are available for use in creating a careers page. We recommend building your careers page via the site builder as it offers the most customizability without requiring significant web development work. API and embedded job widget options are also available. These are the best options for adding jobs directly on your own website but require coding work from your web development team.
- Invite editors for the Careers Page site builder. These are usually people from your marketing or design teams.
- Create a page that has a Header section, 'About' section, Benefits section and Jobs section.
Activate via: Settings > Templates
Templates are available for almost all Workable users but must be added by Admin users.
- Interview Questions: These sets of questions can be added to pipeline stages. They guide interviewers and expand the evaluation form. A common interview question template might be called "Phone Screen Questionnaire" and include items that the screener should talk about with candidates at that stage.
- Communication (Email / Text): Add common types of message templates like "Thanks for applying" or "Disqualification". Communication templates are also incorporated into Automated Actions. If you want to automate an email you'll need to add it as a template first.
- E-signature: Create templates for the various documents that you need candidates to sign. See how offer letters work.
- Locations: The locations where interviews will occur. Shared and mapped for candidates with the option to get directions.
Activate via: Settings > Automated Actions
Send emails to candidates automatically when a specific action is taken. Streamline time-consuming parts of your hiring process with custom automations.
- See our best practices for common use cases.
- Always set automations to have a short delay in case one needs to be canceled or you are sending a rejection email.
If you conduct hiring in multiple languages Language Kit options will translate aspects of the candidate experience. You can store templates and create application forms in different languages, as well as have candidate-facing tools like confirmation emails appear in a chosen language.
Prepare your translations before enabling Language Kit:
- Review the Settings > Company Profile page to translate the company description.
- Review the Settings > Templates page to translate templates.
- Review the Settings > Workflow page to translate custom fields.
This section covers the steps you should take when you're ready to have coworkers start using Workable and to have candidates apply.
Activate via: Dashboard > Create a new job
Full feature walkthrough: Creating a job
To get up and running quickly, we recommend creating jobs before inviting account members. This way, new members will have candidates waiting for them.
- Be sure you've completed the job board initialization steps before posting jobs.
- Be sure to include a full location (or at least the country for fully remote jobs) - it is a requirement for most of the free job boards.
- Try creating an AI-generated job description. You have the option to select the tone of voice (friendly/formal) to suit your needs.
- Use bulk upload to add candidate resume files you hold on your desktop and we’ll automatically fill in all the details.
Account members & roll out
Activate via: Settings > Account Members
Account members are invited to Workable and assigned to particular jobs or departments that they will help recruit for. While Admin users can always see everything in an account, users with standard access can only see candidates for their assigned jobs.
- Invite Admin users first. They'll have access to everything and can assist with any remaining setup options.
- When adding other users, assign them to the departments and/or locations. This will make it easier to build hiring teams and help ensure users have the right permissions.
- Review our permissions chart and guide for choosing user roles.
- Send an email to the company or to specific members to ensure coworkers know what Workable is and what they should use it for.
Take full advantage of the candidate profile by utilizing the toolbar actions:
- Email candidates (even in bulk)
- Schedule interviews
- Add an internal comment
- Evaluate a candidate
- Disqualify a candidate
- Move candidates to another stage
- Move promising candidates to the next stage of your pipeline
- Mention your colleagues in a comment
- Give someone an evaluation
Activate via: Settings > Referrals
The Referrals portal is used to have coworkers submit referrals. They're credited for submissions in Workable's reports. You also have the option to use the portal to collect internal applications.
- Invite the whole company or ask them to sign up themselves via auto-join by sharing the portal link (they just need to have an email address at your company to register).
- Set email notifications to Daily. Portal members will be emailed the same day there is a new job. This will help you receive the most referrals.
- Use the Referrals roll out guide to introduce coworkers to the portal and set everyone up for success.
Activate via: Sourcing tools (People Search, AI Recruiter)
Sometimes the best candidates for your job don’t apply directly themselves, they’re sourced! Auto-source candidates with AI Recruiter or search for candidates based on keywords or job titles with People Search.
- Review your profile search quota and understand how views are consumed
- Preview and add passive candidates (under the Find Candidates tab)
Create anonymous, optional surveys for candidates to fill in after they apply. These anonymous surveys can be used to measure diversity or ask other multiple-choice questions that don't need to be included in the application form or be associated with specific candidates.