ClubReq interviewers undergo thorough vetting to guarantee they have the necessary skills. Our use of a rating system ensures mutual accountability, enhancing the overall interview process.

Interviewers undergo an interview process by our ClubReq Team to make sure they meet our strict quality standards.

You have access to default and custom question options.

You should tailor the number of questions to the length of the interview. Shorter interviews (ex: 20 minutes) should have fewer questions than longer interviews (ex: 45 minutes). We recommend including 5 to 15 questions based on the interview length and complexity of the question. When in doubt, we would rather you provide more questions for the interviewer so that they can manage their time appropriately. Put the questions in order of importance so that the most important questions are first.

At ClubReq, mitigating bias has been a major focus. Our approach is to anonymize candidate information, provide diversity and inclusion training for interviewers to raise awareness and foster a more inclusive mindset, standardize interview evaluation criteria to ensure consistency across all candidates, and  regularly audit and assess the selection process to identify and address potential biases.

Conduct regular collaboration meetings for your customers, involving hiring managers and HR to align on job requirements and qualifications. Establish clear documentation protocols to record and communicate candidate feedback consistently, and foster an open feedback culture, encouraging stakeholders to share perspectives and insights on candidate qualifications.

Yes! Let ClubReq be your ATS, and get even more out of your subscription with our soon to be released, ClubReq ATS Pro: a system that provides you with an already-vetted pool of candidates for you to choose from, based on your job  requirements!

ClubReq’s tool promotes diversity and unconscious bias by the following: 

Standardization: Providing the same set of questions to all candidates helps to ensure that each candidate is assessed based on the same criteria, reducing the impact of personal biases.

‍Expert Interviewers: Leveraging industry experts can help in making more informed and fair assessments, as these interviewers are likely to focus on relevant skills and experiences.

‍Diversity in Interviewers: ClubReq has a diverse pool of interviewers to bring varied perspectives and reduce the risk of unconscious bias.

‍Bias Training: ClubReq offers training for interviewers on recognizing and mitigating unconscious biases.

‍Feedback Mechanisms: ClubReq provides a system for candidates to provide feedback on their interview experience, which can help identify any biases or unfair practices.

‍Regular Review of Questions: ClubReq continuously reviews and makes suggestions for modifying interview questions to ensure they are inclusive and relevant to the job requirements.

Follow the steps below:

1. Click the tab “Manage Users” on your top dashboard.
2. Click the Green Neon button titled “Add a User”
3. Enter all required fields and click the “Create User” button

Follow the steps below:

1. Click the tab “Department”  on your top dashboard.
2. Click the Green Neon button titled “Add Department +”
3. Enter the department name in the required fields and click the black button “Create Department”.

Adding Roles:

1. Click the tab “Manage Roles” on your top dashboard.
2. Click the Green Neon button titled “Add a Role”
3. Enter all required fields and click the “Create Role” button

Adding Applicants:

1. Click the tab “Departments” on your top dashboard.
2. Click on the department that you would be aligned with the role you would like to add the role under.
3. Click the Grey Arrow point to the right and that will take you to the Department dashboard. button titled
4. Once you are on the Department page, click  “Manage Applicants” and follow the prompted instructions.

1. Click on the manage role Tab on the Dashboard
2. Select the role that you would like to deactivate
3. You will be prompted to select, how you would like to disposition the role

Once you review the applicant and ClubReq AI’s Job Match Score, you can click the activate button to push the applicant to ClubReq’s team of the recruiters to screen the applicant.

Post receiving the prompt to review the screening results, you will need to  review the screening notes and either accept or reject the applicant post reviewing the notes and recorded video conference screening.

If you have accepted the candidate, the employer should contact the candidate and invite the candidate for an onsite interview to ensure that it will be a dual fit for both the candidate and the employer and proceed with your offer process. If you need assistance with creating an offer process, please reach out to your ClubReq rep, as we can facilitate that process for you.