These three items are tools for people to assess candidates, filling in what CVs and AI can't tell you. They are independent of one another and are attached to a position in step 3 of the position creation screen.

When to use each item

Application form

Go to Settings › Application Forms and click Create Application Form. This is a set of questions candidates answer at the same time they submit their CV — use it to ask things a CV doesn't cover: whether they have a work permit, whether they can work weekend shifts, when they can start.

Keep the form short. Every extra question costs you a percentage of candidates who drop off midway. For high-volume positions, three to five questions are enough; if a question won't be used to screen out applications, don't ask it at this step.

Scored assessments

The same Application Forms page has a separate block called Scored Assessment (assessment), with a Create Assessment button. The system clearly distinguishes between the two:

Interview question sets

Go to Settings › Interview Question Sets and click Create Question Set. The system's description: questions for interviewers and for AI Interview scoring — meaning the same question set can be used for both.

• Write questions about situations that actually happened, not hypotheticals: "Tell me about a time your shift was understaffed during peak hours — how did you handle it?"
• Each question targets one skill in the criteria set, so the answer can be mapped to a score.
• Keep it to five to eight questions for a 30-minute interview.
• If this set is used for AI Interview, write open-ended questions and avoid ones that can be answered in a single word — the AI can't dig deeper into answers that are too short.

Scorecards

Go to Settings › Scorecards and click Create Scorecard. The system's description: a set of criteria for scoring candidates after the interview.

1. List the criteria to be scored — based on the job description, not on gut feeling.
2. Set one consistent rating scale for every criterion across the whole scorecard.
3. Spell out what each score means, at least for the lowest, middle, and highest levels.

The scorecard is what lets three people interviewing the same candidate produce results that can be compared. Without one, everyone scores by their own yardstick, and the candidate decision meeting turns into a debate about impressions.

Attaching to a position

All three are attached to a position in step 3 Workflow of the create or edit position screen, under three fields:

All three fields are optional — you can still post the job if they're left blank. Each field has a + Create New button that lets you create one right there without going back to Settings.