CSI SilkRoad Recruiting Guide
Getting Started
1. Register at https://csi-openhire.silkroad.com/ with your CSI email address and click on
“Forgot your password?”
a. Enter full first and last name
b. Enter your CSI email address as your user name
c. Add College as Southern Idaho as the company
2. Navigation
3. Supported browsers (IE for the interview scheduling tool)
ATS Roles
Manage Requisitions
1. “Add” to start a new requisition
2. Requisition Administrator = Judy Heatwole so I can get messages and support you
3. Choose a Job template = classification – just start typing any part of the job title to locate
4. Complete all items with asterisks plus job location & department name
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5. Some items are reference only, but these will appear in the announcement:
a. Job description may be cut and pasted entirely into the first JD window
b. Job location select by starting to type the town (Ex: Twin Falls, Main Campus)
c. Department selected by typing department name (Ex: Human Resources)
d. Position type (Full-time/regular is the default)
e. Salary (Ex: $10 USD will populate as the minimum with the template)
f. From the Custom fields, we created for CSI:
i. Grant funded? Yes/No
ii. FLSA: Exempt/non-exempt will populate with the template
iii. Faculty contract? (Contract length is optional)
iv. Work days/hours are required
v. Internally only? (A questionnaire will need to be attached)
vi. Cover letter required? Yes/No
vii. Transcripts required to apply? Yes/No
6. Internal/posted job title should be the exact same or just complete the internal field
7. Notes –are internal only to the recruitment team or administrator
8. Advertising (located in the custom fields area):
a. Daily job board feeds by SilkRoad: Simplyhired.com, Indeed.com, Jobing.com,
Recruit.net, Theladders.com, Trovit.com, Monster.com, LinkedIn, Apexopus.com,
Careerjet.com, Jobbydoo, Directemployers.org, Jobshakers.com,
Livecareer.com, Jobzoom.com, and Glassdoor.com.
b. The Department of Labor posts all CSI positions that are open externally
c. Other ads/newspapers at the discretion and is billable to the hiring department
d. Notes about advertising preferences for the administrator
Create an Approval Path
Full-time jobs
Jobs are approved in sequence (the default setting) starting with:
1st is your Direct Super and a VP is 2nd if appropriate for your department
2nd is Todd Schwarz if full-time
3rd is Jeff Harmon
4th is Eric Nielson
5th is Jeff Fox if full-time
Supervisors – if you are delaying authorization of a job for any reason, please communicate that
to the recruiter and HR (Judy). Also, in this system HR can approve a job for a supervisor that is
unable to do so for him/herself.
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Post a Job (Announce online)
Once the green light has been given through the approval process, the HR office will:
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Review job details and decide who will receive emails about incoming applications
Determine job category for posting: Admin, Instructional, Service, etc.
Assign a questionnaire as needed; such as for internal candidates only.
Keep active 30 days, deactivating when you wish to stop the application stage
View/format draft announcement, upload, and announce the position internally
Place advertising as requested by the hiring authority
View a Hiring List | Jobs Dashboard
These are the choices available to view your requested or posted job:
Recruiter Dashboard Overview of hiring stages, requisitions, candidate aging
Jobs Dashboard Lists all Career Site Postings
Manage Jobs View active/inactive jobs, edit and reassign roles
Manage Requisitions Request to Add or monitor a job in the requested stage
Track All Jobs Lists jobs, resumes, workflow by Business Unit
Track My Jobs Lists jobs as recruiting or hiring manager
Jobs Lists open jobs assigned to a certain administrator
Use the Jobs Dashboard to find jobs by title, department, location and application submittals.
1. Click on the number under Submittals to open all applications (Hiring List) for a position
2. Find applicants by score, name, date, stage, evaluation score, disposition, etc.
3. Disposition applicants by batch:
a. Check applicant box to assign a hiring stage (reviewed, screened, interviewed…)
b. Check applicants to perform an activity (depose, send for review, delete…)
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4. Send a request to view multiple applicant resumes to your screening team:
a. Add a subject line inviting your team to review your job applicants
b. Start typing team first names in the Internal Recipient bar
c. Refine the message with instructions for your team & send
View Candidate Resumes
Also from the Jobs Dashboard, you can view and act on specific candidate applications
1. A first BEST step to manage an applicant or applicants is to mark them as qualified or
not qualified.
a. In the individual applicant window the hiring authority can read and determine
qualifications and mark qualified (Yes/No) at the top of the applicant box. Find
the applicant’s electronic application under eForms and view or download.
b. You can also do this as a batch of applicants in the Resumes view by checking
the box by each name you wish to update, and changing the Recruiting Activity
to Qualified or Disqualify Selected.
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2. Next: SEND QUALIFIED applicant resumes, individually or as a batch in the Resumes
view, with your selection team. At this point you ALSO want to change the hiring stage to
“Interview Team Resume Review.” You can sort your applicants now following the steps
below.
Also, HR can inform inquiring applicants about their status – which is REALLY
helpful to us!
3. SORT applicants in the Resume view to bring all Qualified or all applicants in the same
Current Stage of hiring to the top, click on the underlined headers above those values.
This is a good way to view the most current applications – by sorting on the date.
4. ALWAYS personally contact internal applicants that apply for your positions whether
you intend to interview them or not. Thank them sincerely for their interest in working
with your team. Do this before starting the interview phase please.
5. Applicants are NOT INFORMED of their status through this program and any
correspondence you may send through SilkRoad is received as junk to the applicant. If
you wish to converse with an applicant, please use CSI email or a telephone call.
Sharing resumes & interviewing
1. BEFORE you close a position is the BEST time to share resumes in batch form. At
the point that a job is closed, the program NO LONGER lets you send resumes to your
team in a batch. BTW, while you may send more than one applicant resume by email
attachment within the ATS, the resumes are received separately by your interview team
members.
2. If AFTER closing and removing the job from our employment website you continue
your hiring process, you will have to look for it as a Closed or Deactiviated posting within
the program.
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3. HIRE a candidate using the individual view and changing the Hiring Stage to Hired.
That takes you to a next page that asks you to add more information about your new
hire. Once completed, your hire will no longer be seen on the Resumes page.
Rank the candidate online (optional):
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From the Workflow, Select Recruiter Resume Review
Select an Action choose Evaluation Ranking to open a scoring matrix
Complete the scoring with comments as needed
Save and refer to the score later under the candidate Evaluations
1. Disposition applicants individually by choosing Summary and Edit. The Disposition is
the first question. Choose declined, withdrew, hired, or rejected: more qualified
candidate selected. These are the only and best choices and all the program offers.
2. DO NOT ARCHIVE applicants in your pool as it removes them from appearing on the
Hiring List in the future. There are times we need to review these lists and want them to
represent everyone that applied.
3. NOTE: The Shared Stages feature has been inactivated, as it does not fit how we
process applications. Instead, we ask you to choose a Hiring Stage or final Disposition
to change an applicant’s status.
4. Finally, please let Judy know when you have finished your job process so I can help
you complete any missing pieces of information and point you to the next hiring steps.
Note: In the event of a failed seach, a posted Job may be cloned and re-announced with the
same details as before. It will first appear as ON HOLD until ready to post by HR. Any job that
is reannounced with changes will first need to complete an approval process as a Requisition.
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Contents of an Online Job Announcement
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