The Application Builder lets you customize job applications and create different applications for different jobs. It supports your original Recruiting setup and helps you collect the information you need to evaluate candidates. 

Use Applications to Support Hiring Decisions 

Applications collect data to help you make hiring decisions. Use them to assess whether a candidate meets the minimum qualifications for a role. 

Only include information that helps you decide if a candidate is a good fit. 

• Do not use applications to store sensitive or personal information. 
  • Recruiting is not a system of record and is not designed to store confidential data.  
• Use applications to learn about a candidate to decide if they’re a good fit for the position. 

Use a Separate Process for Background Checks 

Use a separate process outside of Recruiting to confirm a candidate’s identity. 

Select a preferred background check partner. For more information, refer to Background Check partners integrated with Recruiting. 

A separate process ensures that only authorized users can access sensitive background check data. 

Store Sensitive Information Outside Recruiting 

After you hire an applicant, store sensitive information in a secure system of record. 

• Do not store date of birth, Social Security number, or emergency contact details in Recruiting. 
• Store background check results and other sensitive data in a secure system with proper access controls. 

This approach protects candidate privacy and keeps your data secure.