BambooHR applicant tracking works best when a job opening, application questions, candidate stages, and reviewer responsibilities are set up to match your hiring process. From there, use the candidate record to coordinate reviews and communication, move applicants through your configured statuses, and hand the successful candidate into onboarding. Exact screen names and actions can vary with account setup and permissions, so use your BambooHR account’s current help materials for click-by-click directions.
What BambooHR applicant tracking covers
BambooHR presents its applicant tracking system (ATS) as a hiring workflow that starts with posting a job and receiving applications, then continues through candidate review, communication, an offer, and onboarding. BambooHR describes features including job-board reach, collaborative candidate review, in-system communication, offer letters, mobile hiring, and transferring hired-candidate data into employee records. These are product capabilities described by BambooHR; availability and configuration can depend on your account.
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Set up the job opening and application questions
Define the role and what you need to learn
Before publishing a role, decide what information reviewers need to assess candidates against the job’s actual requirements. Keep questions relevant and focused: application questions should help your team make a consistent, role-related assessment rather than collect information that will not inform the decision.
Choose and configure question formats
BambooHR’s customization guidance describes reusable custom application questions in formats such as short or long text responses, yes/no, multiple choice, checkboxes, and file uploads. Select formats that fit the answer you need—for example, a file upload for a requested document or a multiple-choice response when applicants should choose among defined options. Custom questions can be saved and reused, according to BambooHR.
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Public product information does not establish a current logged-in menu path for creating a job or configuring questions. Check your account’s help materials rather than relying on guessed button names.
Bring applications into the job’s candidate review process
Applications may come through a careers experience and, where configured, a job-board integration. Treat each integration separately: availability, regional coverage, and account requirements can differ. For example, BambooHR has described a SEEK integration in which applicants complete remaining required fields and then appear on the Candidates tab for the relevant job opening. That is a specific regional integration example, not a universal procedure for every job board.
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Review candidates and coordinate as a team
Assess applications against the role
Review the application, resume, and answers to the questions you set for the role. Keep evaluation tied to the requirements and criteria agreed before reviewing applicants so that candidates are assessed consistently.
Keep feedback and communication with the candidate record
BambooHR describes candidate-review and collaboration features that include alerts, in-system messaging, ratings, and feedback in its Hiring app. Use the tools enabled for your account to keep interviewer input and candidate communication organized. Timely updates also help prevent a candidate from being left without a response while the team deliberates.
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Use candidate statuses that reflect your actual hiring stages
Candidate statuses are customizable, so build a short sequence that mirrors the steps your organization really uses. A process might include initial review, interviews, an assessment, and a final decision, but there is no single status list that fits every employer. Add a stage only when it represents a meaningful step and reviewers know what action belongs there.
When a candidate advances or is no longer under consideration, update the status according to your team’s process. Clear, consistently used stages make it easier for collaborators to see where a candidate stands without treating the status list as a substitute for substantive feedback.
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Use the API for application-level workflows
BambooHR’s ATS API documentation describes operations for listing applications with filters and sorting, retrieving application details, adding comments, working with statuses, and creating candidates. The applications listing supports filters such as job ID, application status IDs or groups, job-status groups, a search string, sorting, and a submission-time cutoff. These API references describe developer-facing capabilities; they do not establish the corresponding user-interface path.
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For the newSince submission-time filter, follow the timestamp format specified in BambooHR’s API documentation, including its UTC convention. Do not assume a date string accepted by another system will work. BambooHR describes the ATS API as allowing users to view job and application summaries and details and add comments to an application.
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Prepare and send an offer
BambooHR describes customizable offer-letter templates and electronic signatures. At a practical level, prepare the appropriate offer, verify the candidate and position details, send it through the workflow configured by your employer, and track the response. Approval steps, interface labels, and legal requirements depend on the employer’s configuration and jurisdiction; confirm them with the people responsible for your hiring process.
Hand the new hire into onboarding
BambooHR says candidate data can transfer to employee records after a hire. It also describes customizable onboarding kits that can give new employees information and paperwork before their first day. Confirm which parts of this handoff are enabled in your account and who is responsible for checking the resulting employee record and onboarding tasks.
Resolve missing actions or access errors
If an ATS action is unavailable or denied, check with your BambooHR administrator before assuming the feature is broken. BambooHR’s API documentation says the authenticated caller needs ATS settings access and identifies 403 responses for insufficient permissions or when API access is not enabled. The public documentation does not establish every subscription tier or permission label, so an administrator should verify the access required for your account and task.
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- If a candidate or job action is missing, ask the administrator to review your user role and ATS access.
- If an API request returns 403, have the administrator check both the caller’s permissions and whether API access is turned on.
- If an integration is unavailable, verify its regional coverage and account requirements with BambooHR and the relevant job board.
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