You and the people you introduce us to are SkillBank VIPs. Please never hesitate to contact us when you have questions or need help. Please email support@skillbank.io or contact your team member directly.

Provisioning

As an Ambassador, you will be given access to your own SkillBank platform instance for your candidate recruitment activities.

1. During your Ambassador platform setup:
   1. We help you select Job Competency Units™ for each job opening
   2. We set up your account and generate your platform access URL
2. How to invite candidates to use your SkillBank
   1. Without an ATS integration
      1. Provide first name, last name, email and JCU identifier
      2. Send candidates in a CSV or XLS file with a header row:
         fname, lname, email, jcu
      3. Email your spreadsheet to support@skillbank.io
   2. With an ATS integration
      1. The invitation process is automatic
3. Candidate invitation email contains an access link which takes them to the competency ranking interface
4. The platform is real-time showing candidate progress and scoring

Here is a brief description of the user interfaces available to recruiters. Additional information and screen previews are below.

1. JCU list – Summary list of all of your JCUs
2. JCU detail – All candidates tied to one JCU
3. Candidate list – All Candidates for all JCUs
4. Candidate detail – Detail for one candidate
   1. Competencies – Every competency for this candidate with scoring
   2. Job Radar – Scores this candidate for each JCU
5. Competency list – All competencies for all candidates and JCUs
6. Competency detail – All candidates for one competency

The Job Competency Signal is your source of competency insight. That insight is delivered in three components, described here. Using the three components in unison is the key to more confident hiring decisions and higher quality hires.

• JCS/Suitability – The Suitability Score is a simple numeric score you can use for comparing candidates. A higher Suitability Score generally reflects the person has superior suitability to the job. However, Signal needs to be used together with Coverage to make a determination about job alternatives. (See the pro tips!)
• JCS/Coverage – The Coverage indicates how many of the 10 most important competencies a person has ranked themselves on. From left to right, the top 10 are shown in descending order. A gap in Coverage means the individual has not ranked themselves on that competency.
• JCS/Quadrant – The Quadrant provides insight about the applicant as thy relate to a particular job. Quadrants are numbered with I in the upper right and proceeding counter clockwise II, III, finally with Quadrant IV in the lower right.
  • Quad I – Over qualified and their interest is high
  • Quad II – Under qualified and their interest is high
  • Quad III – Under qualified and their interest is low
  • Quad IV – Over qualified and their interest is low

JCS pro tips

• When two (or more) candidates both have full Coverage, the Suitability Score enables you to make valid comparisons between individuals. If their Coverage is dissimilar, comparisons can be less valid.
• When you see an individual with a high Suitability Score and lower Coverage, that can indicate relatively high suitability. In this case, you may want to invite this person to increase their Coverage on this job so you can make a more accurate determination of their job suitability.
• Because SkillBank scores every person on every job, it is normal to see lower Coverage on all jobs other than the job to which they are tied.
• Low Coverage on the assigned job indicates the person has not finished ranking on the required competencies.

1. Triggered by you, candidates receive an email introducing SkillBank, explaining the process and providing a one-click access link. (See important note below!)
2. Clicking the link signs them in and presents appropriate competencies
3. Ranking on each competency is easy
   1. Open the card
   2. Adjust proficiency and interest sliders
   3. Save settings
4. Required competencies are clearly marked and candidate must rank on all of them. (Takes about 5 minutes)
5. Additional “optional” competencies are shown. Ranking on these is beneficial to you and your candidates.

IMPORTANT: The candidate must keep their access link secure. Anybody with that access link can impersonate that candidate!

You can remain in the RAP, and continue to enjoy free access to the platform for as long as you want. The only requirement is you make regular use of the platform in your recruiting activities and help spread the word about competency based hiring.

SkillBank ambassadors are enthusiastic about the advantages of competency based hiring and they enjoy spreading the word. The following will help you introduce SkillBank and competency based hiring concepts when you talk to others.

We suggest these talking points and the goal you should keep in mind:

1. How to explain SkillBank in a nutshell:
   1. SkillBank matches workers and work using competencies instead of resumes. Their software speeds up the screening process and provides actionable insight for more confident hiring decisions and higher quality hires.
2. Ways you can mention some SkillBank benefits:
   1. It works before the interview so it speeds up the process.
   2. It’s data driven, so it’s objective and free of biases.
   3. Instead of resumes, it uses job competencies so all applicants are consistently evaluated.
3. Keep our shared goal in mind:
   1. Your objective is creating interest and curiosity and a willingness to meet with us.
4. When they start asking questions, you know you’ve done a good job!
   1. Notify your SkillBank contact.
   2. Send an email introduction to us and them.

For your email outreach, please copy and paste this text:

• Getting to know SkillBank and competency based hiring (deck, PDF)
• SkillBank product data sheet (single page, PDF)
• SkillBank full product briefing (deck, PDF)