[2025 - 02] Release note

**Job Requests - Updates and New Features**

Thanks to the valuable feedback provided by our clients and partners, several important updates have been introduced to the Job Request module to make its use even simpler and more intuitive.

The Job Request module is a feature that allows you to manage candidate hiring requests and the related approval process, through the definition of approval workflows, which are lists of users responsible for approving a request and are automatically associated with the request based on the characteristics of the required profiles.

As for the updates implemented in the module, first of all, it is now possible to edit a workflow already in use without needing to create a new one, providing greater flexibility and saving time for users.

Additionally, a new function has been added to the Job Request Admin user permission, allowing administrators to approve or reject a hiring request on behalf of the approvers initially included in the workflow. Administrators now have greater control over recruiting strategies, being able to directly intervene in the outcomes of hiring requests.

On the workflow configuration page (System settings > Process management > Job request >Job  Request Workflows  ), two new filters have been added, enabling users to search by ID or name of the desired workflow, providing substantial assistance.

Moreover, in cases where a job request is transformed into an actual vacancy, the "Company Description" field will be automatically pre-filled with the text inserted in the Company Profile (accessible at System Settings > General Settings > General > Company Profile). This change aligns the behavior of vacancies generated from a Job Request with that of regular vacancies created by users, ensuring consistency and saving time in completing company information.

Finally, the ability to deactivate a Job Request form has been introduced on the form creation and editing page (System settings > Process management > Job request >Job Request Forms), preventing users from using it without deleting it entirely, while still allowing the possibility of reactivating it in the future.

For further information on the use of the Job Request module, its features, and the updates described, we invite you to consult the dedicated article in our online guide here or contact your account manager.

Inda - New Features and Updates

We are pleased to announce that, in February, important updates and new features have been introduced to Inda, our proprietary artificial intelligence technology dedicated to recruiting and talent acquisition.

The first update is a package of enhancements to the CV anonymization module. This essential feature allows Inrecruiting users to mask candidates' personal data in their resumes (e.g., name, surname, email, links to profiles on other platforms, gender, nationality, phone numbers, date of birth, profile picture attached to the document, and tax code), ensuring recruiting activities are conducted free from bias.

In this regard, the CV Anonymizer is useful for both Employment Agencies and companies, allowing CVs to be shared with colleagues and external parties while minimizing the risk of non-compliance with GDPR regulations.

Another update introduces a filter based on candidates' home address geolocation within the Job Matching feature, which combines various artificial intelligence techniques and processes to simplify the matching of collected profiles with vacancies published on Inrecruiting. Through this tool, Inda can identify a set of candidates similar to the one being reviewed or resulting from a search for a specific vacancy.

To conduct effective recruiting, the integration of the geolocation filter further refines results, ensuring that candidates suggested by job matching not only meet professional requirements but are also geographically close to the workplace. This significantly improves the efficiency of the selection process, reducing hiring times and increasing satisfaction for both employers and candidates.

Finally, we highlight that both the CV Anonymizer described above and the CV Parser (another Inda feature detailed in the January 2025 Release Note) are now available in two new languages—German and Spanish—adding to the Italian, English, French, and Brazilian Portuguese already integrated into our systems.

For further information on Inda's features, we invite you to consult the dedicated articles in our online guide here  or contact your account manager.

Candidate Profile - "Action Bar" Update and New Features

Within the candidate profile on Inrecruiting, as shown in the image below, the quick action menu located below the candidates' names has been graphically updated, grouping buttons with similar or potentially sequential functions in the recruiting process into closer sections. Although a small modification, this change will have a significant impact in making our platform increasingly simpler and more intuitive to use.

Additionally, a new button has been added to the updated menu (which can be activated upon request to customer support), allowing users to transform a candidate into an employee with a single click (if the Employee module is active). Once the button is clicked, users will be required to input the employee's email address, which they will need to use for future access to Inrecruiting.

Coming Soon

Integration of a new job board: Le Figaro Emploi

With the goal of continuously expanding the usability horizons of Inrecruiting, we are pleased to announce that, in the coming weeks, the French platform Le Figaro Emploi will be added to the list of Job Boards integrated into the multiposting feature. This platform specializes in providing services for job seekers and employers and is part of the renowned newspaper Le Figaro.

The New CV Summarizer Module

We are pleased to announce that, in the coming weeks, a new update will be made available for Inda, our proprietary artificial intelligence technology dedicated to recruiting and talent acquisition.

Specifically, the new CV Summarizer module will be released: a tool capable of providing recruiters with a summary of the most relevant information contained in candidates' CVs.

The benefits of this functionality are numerous; for example, it will allow users to analyze and evaluate various profiles more quickly, having structured and concise data at their disposal, without the need to review CVs in their entirety. Additionally, it is worth noting that Inda will be able to perform this activity based on documents in various formats and languages, thereby expanding the tool’s usability as much as possible.

Managing "Privacy Policy" in Account Activation/Password Recovery Links for Candidates

Within the platform's privacy settings, under the section System Settings > Privacy and Security >Privacy policy, a new configuration will be added. This configuration allows candidates to view the active Privacy Policy in the INTERNAL form directly within the account activation/password recovery link (if these Privacy Policies have not yet been accepted by the candidate).

In this way, candidates, during the account activation process, can review the Privacy Policies set by the company and will not be able to activate their account without acknowledging the required policies marked as "mandatory."

It is worth specifying that by "Internal Form," we refer to the list of fields and information visible to candidates within their reserved area. Given the purpose of this type of form, only one can exist.

The EEO Question

A final new feature available starting in March is the ability to attach the so-called EEO Questions to vacancies on Inrecruiting.

 These are a set of predefined questions designed to ensure that all candidates and employees of a company have the same opportunities to obtain and maintain employment, preventing discriminatory practices.

To achieve this ambitious goal, we anticipate that candidates' responses to these questions will never be shown to recruiters in the candidates’ profiles. This approach ensures that the selection process remains fair and impartial, focusing solely on candidates' skills and qualifications.

It is specified that these questions originated with the Civil Rights Act, a law enacted in 1964 and currently applicable only in the United States at the time of publishing this Release Note. However, other countries such as Canada, the United Kingdom, Australia, and various members of the European Union have adopted similar regulations and practices to promote workplace equality policies. For this reason, it is easy to understand how useful and potentially necessary this feature is and will continue to be.

For further information on the described regulations and their applicability, we invite you to consult the Equal Employment Opportunity Commission website available here.