All Hiring Managers who have a position to fill can request a Hiring Manager access via IAMAPP. 

For support with technical issues related to the Hiring Manager Portal, we have set up a separate ticket system. Please create a ticket through the Avature Support. Our colleagues will then take care of your request.

Avature is a cloud service and accessible through the internet. Please click here to log into the Hiring Manager Portal.

The data of the candidates will be automatically deleted in accordance with GDPR from the Avature tool. The hiring managers are individually responsible for deleting all stored personal data within four weeks after the completion of the application process. 

Recruiters are still responsible for the screening process.

All members of the Talent Acquisition Team have access to the Avature applicant tool. The Hiring Manager Portal has a limited number of licenses. Only individuals who have an open position to fill and require access are granted a license for the Hiring Manager Portal. Access to the Hiring Manager Portal must be requested through IAMAPP. All "Additional Interviewers" are registered in the applicant tool as "Employee" and therefore only have access to their own interview feedback forms.

Access is available through a request via IAMAPP.

External employees do not currently have access, as this is still being reviewed regarding our processes and compliance.

Users with the role of "Hiring Manager" and the Talent Acquisition Team are authorized to access personal data of applicants.

In addition, participating interviewers with the role of "Employee" (Additional Interviewers) can only provide feedback after an interview without access to the personal data of applicants. If access to personal data such as CV is necessary to prepare for an interview, it must be done through the Hiring Manager (in compliance with data protection regulations).

If an Additional Interviewer has the role of "Hiring Manager," they can access personal data of applicants in the Hiring Manager Portal to provide feedback after an interview.

In justified cases and with approval from the manager through IAMAPP, team members participating in any interview can request the "Hiring Manager" role.

Yes. Delegates receive email notifications from Hiring Managers. A delegate can always view all positions and their corresponding applications of a hiring manager. It is not possible to delegate only certain positions.

If the decision is known, the Talent Acquisition Team can manually initiate the next steps. Please contact the Talent Acquisition Team at karriere@PAYBACK.GROUP for this.

The candidates' CV can be previewed in the tool or opened in a new tab. In addition, it is possible to download the CV.

Only individuals with the Hiring Manager role can access all feedback and salary data forms and documents for candidates. Additional Interviewers cannot do so. They can only fill out and view their own feedback form.

Any Additional Interviewer with the Hiring Manager role can view the candidates and any recorded salary expectations in the Hiring Manager Portal. If colleagues who do not have the Hiring Manager role are added as Additional Interviewers, they can only give their feedback through the link in the email. Therefore, they cannot view salary expectations or other information.

Yes! If you want to recommend candidates who have applied for your position for another position, you can provide feedback in the Hiring Manager Portal via "Recommend for other position".

No.

No. Hiring Managers can only view interview feedback for their own position.

This information comes from the Talent Acquisition team. If candidates have applied to multiple positions of a hiring manager, that hiring manager can view all applications.

Availabilities must be provided to directly support the Talent Acquisition Team in scheduling interviews. To avoid duplicating efforts, availabilities should always be provided.

It is only necessary to provide the planned date of the interview. All additional information is optional.

Yes, when providing availability, you can add multiple availabilities by clicking the "Add another" button. 

The availability of the additional interviewer should be internally coordinated with the primary interviewer before submitting the availabilities. 

As many as you like! 

All interview feedback is recorded through the Hiring Manager Portal. Hiring managers and all additional interviewers receive an email asking them to complete the feedback form through the Hiring Manager Portal or a prepared form.

The Primary Interviewer provides feedback after an interview in the Interview Feedback Form and is responsible for triggering the further recruiting process.

The following users are defined as potential Primary Interviewers: Main Application User (ATS Recruiter, Admins), and individuals with the Hiring Manager role.

Additional Interviewers can be Main Application Users (ATS Recruiter, Admins), individuals with the Hiring Manager role, and individuals with the Employee role.

No. Feedback must be recorded in one step. Therefore, please only submit the feedback when a decision has been made. A "Feedback Draft" cannot be created. 

All participants CAN provide feedback. However, the feedback of the primary interviewer is mandatory and decisive for further steps in the application process.

To initiate further steps in the application process, feedback from the primary interviewer is necessary. Therefore, feedback from the primary interviewer is mandatory. 

No. The recruiter applicant tool and the associated Hiring Manager Portal are only used in Germany and Austria. 

Polish colleagues must request access themselves. As they use a different system, they are not automatically included. 

The content column in the Hiring Manager Portal cannot be widened. For better overview, it is recommended to not display the Hiring Manager Portal on a laptop screen. 

The candidates receive an email requesting them to upload the missing information/documents in a portal. After this is done, the hiring managers receive an email explaining where to access the new information and requesting that the next steps be indicated using the link in the email.

Once the feedback is provided by the hiring manager in the respective form, the appication status of the candidates will be set to "Rejected." Communication to the candidates will be automatically sent via email after two business days.

In exceptional cases, if immediate or no communication is desired, the Talent Acquisition Team can initiate this on an individual basis.

When a hiring manager is added as an additional interviewer, they receive an invitation to provide interview feedback. At that point, the "person record" including any existing feedback and all documents/information is uploaded to their personal hiring manager portal. (Dashlet: Interview Feedback).

In your feedback form, you can enter the interviewers who were actually present. As a hiring manager, you make the decision on how to proceed with the candidates. If you are not present at the interview and no other participant has a hiring manager role, our recommendation is that you use the participants' feedback as an indicator and base your decision on that.

We want to stay in touch with individuals through the Talent Pool who could potentially be interesting candidates for our vacancies in the future. In the event of a new vacancy, we can then draw from the Talent Pool, ideally filling the position more quickly. Additionally, events such as trade show visits become more easily evaluable.

As a Hiring Manager, you have the option in the feedback forms to recommend candidates for the Talent Pool if you do not wish to continue the application process with the individual yourself. To do this, select "Yes" for the question "Would you consider this candidate for a different position or for our Talent Pool?" and for "Please choose the relevant position or "Talent Pool", enter "Talent Pool". If the candidate gives their consent for the Talent Pool, they will be added.

No. In order to include individuals in our Talent Pool, they must provide their consent. Additionally, the Recruiters naturally pay attention to the quality of the applications that end up in our Talent Pool.

We can store the data of individuals who have consented to the Talent Pool for up to two years.

The Talent Pools are only visible through the "Main Instance" which is used by the Recruiters.

On the Net(t)work & Job Wall you will find open positions and can directly apply for a position through the portal if you are interested. Additionally, you can use the "Refer" button in the job description to forward the position to people in your network and potentially receive one of our networking bonuses.

Access is available to all internal colleagues and Friends. To do this, you need to request Employee access to "Avature" in IAMAPP. All colleagues who were part of the PAYBACK GROUP before the rollout of our Net(t)work & Job Wall automatically received access. The cut-off date for this was 09.10.2023.

New colleagues and friends of the PAYBACK GROUP need to request access via IAMAPP.
External individuals do not have access to the Ne(t)work & Job Wall.