Organize candidates into lists

Candidate lists are lightweight recruiting groups. Use Hot for immediate focus, Watch for candidates to monitor, and Custom for a clearly named campaign, market, specialty, or follow-up purpose.

Lists do not replace ATS status

A list membership is an organizational label. Continue to use candidate status, job applications, pipeline stages, tasks, and compliance records for their intended workflows.

Give each list one operational purpose

Choose a purpose that helps recruiters decide what to review next. A list might group candidates for a particular specialty, market, or planned follow-up. Use a name that makes the scope clear to colleagues and remains within the 120-character limit. Avoid several near-identical names that leave the team uncertain about which list to maintain.

Use Hot, Watch, or Custom according to the agency's shared practice. Those labels organize recruiting attention. They should not imply that a candidate has accepted a role, passed credential review, or agreed to be contacted. Continue to check the underlying record before acting on a member of the list.

Define membership before adding people

Write down the criteria the team will use for this group. For a fictional example, a list for nurses considering night shifts could include people whose current records support that preference. It should not include every nurse merely because a night-shift job has opened. Confirm the source and recency of the preference when using the list for a live task.

Check for an existing list serving the same purpose before creating another. If two teams need different groups, make that difference explicit in the name and ownership process. This reduces the chance that one recruiter removes a member another recruiter still needs for a separate task.

Review the candidate before adding membership

Open the candidate record, verify identity, and use Add to list for the intended group. The control may be available through the candidate's action menu. Check the selected list carefully when names are similar. After adding, return to Lists and confirm the candidate appears in the correct group.

Use the displayed profession, specialty, state, and compliance information as review context. A compliance percentage needs the underlying requirements and evidence to be meaningful; it does not establish readiness for every facility. Follow the candidate-document guide when the intended job needs a credential review.

Maintain the group over time

Review membership before reusing a list for a new campaign or requirement. A candidate's availability, interests, or contact preferences may have changed. Remove stale membership when the list's purpose no longer applies. Removing a member does not delete the candidate record, and it should not be used to represent a rejection from a job pipeline.

Check pagination when reviewing a larger group so a candidate on another page is not mistaken for a missing member. If an update fails, inspect the saved list before repeating it. Ask the responsible colleague to resolve uncertain membership, and use tasks, applications, and pipeline stages for the actual follow-up and recruiting outcome. A list remains most useful when its purpose and maintenance rules are clear enough for another recruiter to apply consistently.