7 Ways we use Wunderlist
For recruiting

April 21, 2015 - Comments

So you’re on the hunt for a new recruit. The job ad is out and the CVs are coming in thick and fast. Before the CVs start overflowing out of your inbox take a minute to go through our People team’s handy tips on how to use Wunderlist for recruitment. Introducing the first in our series of how we use Wunderlist: Vanessa and Ben’s 7 steps to finding the perfect candidate.

1. Mail to Wunderlist

First things first, the easiest way to get information out of your email inbox and into your Wunderlist is to use Mail to Wunderlist. We forward all the emails we get from candidates to me@wunderlist.com and they will appear in our Wunderlist Inbox. Before we hit send we change the e-mail’s subject line to the name of the candidate to make it easy to locate. When they appear in our Wunderlist inbox, the CVs are already attached as a file and their message is added to our notes. We just need to then file it into the correct List.

2. Create a List for each role

Once the recruitment process has kicked in and the CVs start flooding in we’ll create a list for the role and share it with everybody involved. For every person we’re interested in we’ll have a to-do with their name. But they’re not just a name on a list, they’re so much more than that.

3. Get uploading

A name on the list is just the start. If you followed point #1 then the CV will already be ready and waiting for you. Otherwise upload their CV so that you always have it to hand and everyone can access it easily - no more trawling through 20 different emails or printing off a stack of CVs. We like to test our potential new Wunderkinds with a specially developed Wundertest which also gets uploaded, along with any examples of work or portfolios.

4. Use #tags

We use tags a lot. We’ll tag each candidate with their skills e.g. #Strategy #Ruby as well as where they are along the recruitment path like #Interview or #Hired. If we’re hunting for a particular skill we can then quickly search that tag.

Occasionally we’ll also go hunting for candidates from finding them on Twitter or LinkedIn to discovering them via their website or blog. When we come across an interesting candidate we’ll use a tag so that we know where we found them, such as #scouted or #linkedin. Then we can quickly find the ones we scouted at a glance.

5. Get the conversation flowing

As we work through the CVs we’ll start to use the comments. Everyone involved will comment on aspects they like and whether the candidate is suitable. As we get into the interview process we can also comment on how well they performed and some of the interesting answers we heard. Every single contact with the candidate is documented here which makes it very easy for us to refer back to.

6. Note down the key points

We use notes to put down the most important bits of information such as when they would be available to start along with their initial email. Comments are great for discussions but Notes are perfect for when we just want a quick glance at the key points.

7. Assigning people to a candidate

As we go through the process we assign the candidates to different people in our team to make them responsible for each different step. For us this speeds up the process because our team then knows who is responsible every step of the way.

Do you use Wunderlist to help with your recruitment process? If you have any other tips on how your HR team use it then we’d love to hear them in the comments. We’ll be bringing you tips and tricks from a few of our different departments in the coming weeks. Who would you like to hear from next?

Interested in working at Wunderlist? Take a look at our vacancies.

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