This comprehensive guide covers the complete application management workflow on BeDevs, from initial candidate review to final hiring decisions, helping you build an efficient and effective recruitment process.
Application Management Overview
BeDevs provides a streamlined application management system that helps you:
- Review applications efficiently with organized candidate information
- Track application status through your complete hiring pipeline
- Communicate effectively with candidates throughout the process
- Collaborate with team members on hiring decisions
- Analyze recruitment performance with built-in analytics
Accessing Your Applications
Application Dashboard
Navigate to your application dashboard from:
- Main Menu > Applications for all your job posts
- Job Post Details > Applications for specific positions
- Dashboard Notifications for real-time application alerts
Dashboard Overview:
- Recent applications requiring action
- Application status distribution
- Team member activity
- Performance metrics summary
Filtering and Organization
Filter applications by:
- Job Post - View applications for specific positions
- Application Status - Focus on specific pipeline stages
- Date Range - Review applications from particular periods
- Team Member - See applications assigned to colleagues
- Candidate Tags - Custom labels you've applied
Sorting options:
- Most recent applications first
- Applications requiring urgent action
- Candidate rating or scoring
- Interview scheduling priority
Understanding Application Statuses
Standard Application Pipeline
Applied (Initial Status)
- Candidate has submitted their application
- Requires initial recruiter review
- Automatic confirmation email sent to candidate
- No recruiter action taken yet
Reviewing (Under Consideration)
- Application is actively being evaluated
- Candidate profile and resume under review
- May indicate additional screening in progress
- Candidate aware their application is being considered
Interviewing (Active Process)
- Candidate has passed initial screening
- Interview process has begun
- May include multiple interview rounds
- Scheduling and coordination in progress
Accepted (Offer Extended)
- Job offer has been made to candidate
- Awaiting candidate response
- Salary negotiation may be in progress
- Reference checks may be ongoing
Rejected (Not Moving Forward)
- Application will not progress further
- Candidate has been notified of decision
- Feedback may have been provided
- Position remains open for other candidates
Archived (Process Complete)
- Final status for completed processes
- Used for successful hires or withdrawn applications
- Historical record maintained for analytics
- No further action required
Custom Status Management
Team-Specific Workflows: Create custom statuses for your organization:
- Phone screening scheduled
- Technical assessment assigned
- Final interview pending
- Reference check in progress
- Offer negotiation
- Background check
Application Review Process
Initial Application Screening
Quick Review Checklist:
- Resume Quality - Professional formatting and relevant experience
- Experience Match - Years and type of experience vs. requirements
- Technical Skills - Required technologies and tools proficiency
- Location Fit - Geographic compatibility and remote work alignment
- Availability - Start date and employment type compatibility
Review Tools:
- Resume Viewer - Built-in PDF and document viewer
- Profile Summary - Key candidate information at a glance
- Application Answers - Responses to your custom questions
- Portfolio Links - External work samples and projects
Detailed Candidate Evaluation
Comprehensive Assessment:
Professional Background:
- Career progression and advancement patterns
- Industry experience and domain knowledge
- Company types and sizes worked for
- Educational background and certifications
Technical Evaluation:
- Specific technology experience and proficiency
- Project complexity and scope
- Problem-solving approach and methodology
- Innovation and learning capacity
Cultural Fit Assessment:
- Values alignment with company culture
- Communication style and professionalism
- Team collaboration experience
- Growth mindset and adaptability
Red Flags to Watch For:
- Significant unexplained career gaps
- Frequent job changes without progression
- Lack of specific examples or achievements
- Overqualification without clear motivation
- Unrealistic salary expectations
Making Hiring Decisions
Moving Applications Forward
Accepting Applications:
- Review candidate thoroughly using assessment criteria
- Click "Accept" or move to "Interviewing" status
- Add internal notes for team members
- Schedule next steps (phone screen, interview, etc.)
- Notify team members about the decision
What happens when you accept:
- Candidate receives acceptance notification
- Conversation thread opens for communication
- Application moves to active pipeline
- Analytics track conversion metrics
- Team members get notifications (if enabled)
Interview Coordination
Scheduling Management:
- Calendar Integration - Sync with your existing calendar
- Team Availability - Coordinate with multiple interviewers
- Candidate Preferences - Accommodate time zones and availability
- Interview Formats - Phone, video, in-person, or hybrid
Interview Preparation:
- Candidate Review Summary - Key points for interviewers
- Question Preparation - Role-specific and behavioral questions
- Team Brief - Ensure consistent evaluation criteria
- Materials Ready - Technical assessments, case studies
Final Decision Making
Offer Decisions: Consider these factors:
- Interview Performance - Technical and cultural fit assessment
- Team Consensus - Input from all interviewers
- Budget Alignment - Salary and total compensation fit
- Timeline Compatibility - Start date and project needs
- Growth Potential - Long-term development opportunity
Rejection Decisions: When rejecting candidates:
- Provide specific feedback when possible and helpful
- Maintain professional courtesy for future opportunities
- Document decision rationale for team learning
- Thank candidates for their time and interest
Communication Best Practices
Candidate Communication
Response Timing:
- Initial acknowledgment - Within 24 hours of application
- Screening decisions - Within 3-5 business days
- Interview feedback - Within 48 hours of interviews
- Final decisions - Within 1 week of final interviews
Professional Messaging:
- Clear and concise communication
- Specific next steps and timelines
- Professional tone while being personable
- Transparent process explanation when appropriate
Example Messages:
Acceptance Message: "Thank you for your application for the Senior Developer position. We're impressed with your background and would like to move forward with a phone screening. Would you be available for a 30-minute call this week?"
Rejection Message: "Thank you for your interest in our Senior Developer position. While your experience is impressive, we've decided to move forward with candidates whose background more closely aligns with our specific technical requirements. We appreciate your time and encourage you to apply for future opportunities."
Team Collaboration
Internal Communication:
- Application Notes - Share insights with team members
- Interview Feedback - Structured feedback collection
- Decision Discussions - Collaborative decision-making tools
- Process Improvements - Regular team feedback sessions
Workflow Coordination:
- Clear role definitions for each team member
- Decision authority levels and escalation paths
- Timeline management and accountability
- Quality standards and evaluation consistency
Advanced Application Management
Bulk Actions
Efficiency Tools:
- Mass status updates for similar applications
- Bulk rejection with templated messages
- Group interview scheduling for multiple candidates
- Batch export for external analysis
Tag Management:
- Custom candidate tags for organization
- Priority marking for urgent applications
- Skills-based tagging for future reference
- Pipeline stage indicators
Analytics and Reporting
Performance Metrics:
- Application-to-interview conversion rates
- Interview-to-offer success rates
- Time-to-hire for different positions
- Source effectiveness for recruiting channels
Team Performance:
- Individual recruiter metrics and productivity
- Collaborative hiring effectiveness
- Decision speed and quality correlation
- Candidate satisfaction feedback integration
Integration Features
ATS Integration:
- Export applications to external systems
- Import candidate data from other platforms
- Sync status updates across systems
- Maintain data consistency between platforms
Calendar Integration:
- Schedule interviews directly from applications
- Send meeting invites to candidates and team
- Track interview attendance and outcomes
- Manage recruiter availability
Troubleshooting Common Issues
Application Management Problems
High Application Volume:
- Use filters and sorting to prioritize
- Implement initial screening criteria
- Consider team member specialization
- Utilize bulk action tools effectively
Low-Quality Applications:
- Review job post requirements and clarity
- Adjust application questions for better screening
- Consider salary range and job market positioning
- Evaluate job posting visibility and targeting
Slow Response Times:
- Set up automated acknowledgment emails
- Create response templates for common scenarios
- Establish team response time standards
- Use notification systems effectively
Technical Issues
Application Not Loading:
- Refresh page and check internet connection
- Clear browser cache and cookies
- Try different browser or incognito mode
- Contact support if problems persist
Status Updates Not Saving:
- Ensure all required fields are completed
- Check for browser popup blockers
- Verify team member permissions
- Try saving changes individually
Communication Problems:
- Verify candidate email addresses
- Check spam folder settings
- Confirm email template formatting
- Test message delivery with team members
Ready to streamline your hiring process? Effective application management reduces time-to-hire by 40% and improves candidate experience significantly, leading to better hiring outcomes and stronger employer branding.