How disposition data is shared with job boards

JobScore's integrations with the three largest job boards in the United States (Indeed, LinkedIn, and ZipRecruiter) share candidate disposition data.

This means that when you take specific actions on candidates like interviewing, hiring, or declining them, JobScore lets the job board know.

JobScore only shares a timestamp and the workflow stage for the candidates that come from a specific job board - So if a candidate applied for a job on Indeed, they'll know what happened... but Indeed won't get data about candidates that came from anywhere else.

Each job board has a different name for their program:

• Indeed calls it Disposition Sync

• LinkedIn calls it Job Application Feedback Signals

• ZipRecruiter calls it Hiring Signals

... but they all work in essentially the same way.  Here's an illustration that explains how disposition data flows through these integrations:

Why is this a good thing?

Job boards use disposition data to improve their product offerings ... making things better for both you (the employer) and job seekers.  Here's how:

Ad Targeting

Job boards use this information to better understand what types of candidates you want for your jobs.  Through analysis they are  able to show your job(s) to more of the candidates you want to attract and help job seekers get a better understanding of how they meet your requirements.

Responsive Employer Badge

The job boards analyze how long it takes you to take action on candidates.  Indeed & LinkedIn show "responsive employer" badges for employers that get back to candidates quickly.  Unsurprisingly, candidates like it when employers get back to them quickly, so this data reflects positively on your employer brand and candidates are more likely to apply. Here's what that looks like:

More, Better Applicants

By showing your jobs to more qualified candidates, and highlighting your company in a better light, your jobs should perform better.

How do we stop sharing disposition data? What happens if we do?

JobScore includes both a global control as well as a job-by-job control for "job application methods." If you turn off Indeed Apply, LinkedIn Apply Connect, and/or ZipRecruiter Apply, candidates will no longer be able to easily apply with their registered profile, and JobScore does not send disposition data for applicants who apply directly on JobScore.com

Turning off these job application methods will very likely decrease overall application volume and quality.  Preliminary data from Indeed showed that ads performed as much as 30% better, hence it these controls are "ON" by default in all JobScore accounts.  Furthermore, if you don't share disposition data, your firm won't be eligible for the responsive employer badge.

Data Privacy FAQs 

Are we protecting job seeker privacy?

We value data protection and privacy, and no Personally Identifiable Information (PII) is passed from JobScore to job boards. The disposition data sent from JobScore cannot be used to identify a candidate in isolation.  It only includes a timestamp, an anonymized application ID, and the application status. This approach aligns with GDPR and other advanced data protection security and data minimization principles.

Is consent from the job seeker required for sending Disposition Data?

Job seekers who apply through job boards agree to the platform's Terms of Service and Privacy Policy, which define the relationship between them and the job board. The job board acts as a controller for most job seeker data processing (in line with the job board's Privacy Policy) to assist job seekers in finding employment.