Aspiring Minds (SHL) ATS integration: AI video assessments, candidate engagement, and screening best practices
Titus Juenemann •
January 31, 2025
TL;DR
The Aspiring Minds (SHL) integration for Greenhouse connects AI-scored video interviews and assessment reports directly into the ATS, reducing system switching and administrative overhead. It benefits high-volume and distributed hiring teams, improves candidate engagement through automated notifications, and supports multi-region language needs. To implement successfully, configure API access, map assessments to job stages, run pilots to calibrate thresholds, and monitor operational metrics like time-to-screen and completion rates. While the integration speeds assessment delivery and centralizes reporting, combining it with targeted resume screening—such as ZYTHR’s AI resume screening—yields the best balance of efficiency and selection accuracy.
This guide explains how the Aspiring Minds (powered by SHL) integration for Greenhouse streamlines pre-hire assessment and video interviewing inside a single applicant tracking workflow. You’ll get practical details about what the integration delivers, which teams benefit, implementation considerations, and measurable outcomes. If your hiring process uses structured assessments, video interviews or you want scores and reports visible directly inside Greenhouse, this article shows where the integration adds value and how to operationalize it for consistent, time-saving screening.
At a high level the integration connects Aspiring Minds/SHL’s assessment and AutoView AI-scored video interview products with Greenhouse so recruiters and hiring managers can send tests, view candidate scores and access reports without leaving the ATS. It removes system hopping, automates candidate notifications, and surfaces evaluation data where decision makers already work.
Who should evaluate this integration
- High-volume recruiting teams Teams screening large applicant pools that need fast, consistent pre-screening to reduce manual resume reviews and prioritize interviews.
- Distributed hiring teams Organizations with multiple hiring managers who need a single place to review scores, reports and candidate progress.
- Roles requiring skills verification Technical, language or role-specific assessments where objective test results and structured video responses improve selection quality.
- Global programs Companies operating across regions that need multilingual assessments and centralized reporting for distributed recruiters.
AI resume screener for Greenhouse
ZYTHR scores every applicant automatically and surfaces the strongest candidates based on your criteria.
- Automatically screens every inbound applicant.
- See clear scores and reasons for each candidate.
- Supports recruiter judgment instead of replacing it.
- Creates a shortlist so teams spend time where it matters.
| Name | Score | Stage |
|---|---|---|
| Oliver Elderberry |
9
|
Recruiter Screen |
| Isabella Honeydew |
8
|
Recruiter Screen |
| Cher Cherry |
7
|
Recruiter Screen |
| Sophia Date |
4
|
Not a fit |
| Emma Banana |
3
|
Not a fit |
| Liam Plum |
2
|
Not a fit |
Key features and what they enable
- AutoView AI-scored video interviews Automated scoring of recorded interviews provides consistent, repeatable evaluation criteria and reduces manual review time.
- One-click access to scores inside Greenhouse Recruiters view candidate reports and assessment outcomes directly in the ATS, eliminating context switching.
- Automated candidate notifications Candidates receive prompts and reminders about assessments, which shortens time-to-next-step and helps maintain engagement.
- Structured interview templates and dashboards Create consistent evaluation workflows, track completion, and monitor pipeline progress from a single dashboard.
- Multilingual and multi-region support Assessments and interfaces are available in multiple languages, facilitating regional hiring programs.
Before vs. After integration
| Without Integration | With Aspiring Minds + Greenhouse |
|---|---|
| Recruiters switch between ATS and assessment platform to send tests and view reports. | Send assessments and view results within Greenhouse; no platform switching. |
| Candidate reminders need manual setup or separate scheduler. | Automated reminders and candidate notifications driven by the integration dashboard. |
| Scoring and reports stored in multiple systems; visibility limited. | Scores and reports are consolidated inside Greenhouse for immediate access. |
| Longer recruiter screening time due to manual matching of assessments and interview notes. | Reduced screening time through structured templates, AI video scoring, and centralized data. |
How the integration reduces recruiter workload: it eliminates repetitive tasks (sending links, chasing completion), reduces system logins and centralizes candidate artifacts. Recruiters spend less time on administrative steps and more time on high-value activities—interviewing top candidates, stakeholder alignment, and closing offers. Operationally this scales well in high-volume cycles like campus hiring or mass recruitment drives.
Implementation considerations and checklist
- API & credentials Ensure secure API keys and appropriate access roles are provisioned for the integration between Greenhouse and Aspiring Minds/SHL.
- Assessment mapping Map which tests and interview templates correspond to specific job stages so automation triggers correctly.
- Candidate communications Customize notification templates and set reminder cadence to maximize completion rates without over-messaging.
- Pilot and calibration Run a pilot on a limited job family to validate scoring thresholds and recruiter workflows before a full rollout.
- Privacy & compliance Review Aspiring Minds/SHL privacy policy and Greenhouse support resources to confirm data handling and candidate consent practices.
Common questions recruiters and hiring managers ask
Q: How does AutoView scoring work?
A: AutoView applies machine learning models and structured rubrics to recorded interview responses to produce consistent scores. Models are trained on validated assessment criteria; hiring teams should review sample outputs during pilot to align thresholds with human expectations.
Q: Can scores be seen by hiring managers in Greenhouse?
A: Yes — integration surfaces candidate scores and reports directly in the Greenhouse candidate profile so hiring managers and interviewers see assessment outcomes alongside resumes and interview notes.
Q: Is candidate consent and privacy supported?
A: Aspiring Minds (SHL) publishes a privacy policy and the integration relies on protocols documented in the Greenhouse support pages. Confirm consent language and storage policies during configuration.
Regional reach and language support (examples)
| Region | Languages (available examples) |
|---|---|
| North America | English, Spanish |
| South America | Portuguese, Spanish |
| EMEA (Europe, Middle East, Africa) | English, French, German, Arabic, Italian |
| APAC (Asia Pacific) | English, Chinese |
Measuring ROI: operational metrics to track include reduced average time-to-screen, percentage of applicants completing assessments, decrease in time spent per screened candidate, and improvements in interview-to-offer conversion rates for candidates who pass assessments. Combine ATS analytics with feedback from hiring managers to quantify quality-of-hire improvements attributable to the integration.
Best practices to extract maximum value
- Standardize structured interviews Use consistent question sets and rubrics so AI scoring and human evaluations align, improving comparability across candidates.
- Set clear pass/fail thresholds Define score bands that trigger next-stage actions to reduce ambiguity and speed decision-making.
- Train staffing teams Provide short training sessions for recruiters and hiring managers on interpreting reports and the limits of automated scoring.
- Monitor and iterate Regularly review assessment outcomes against hiring outcomes and adjust tests, thresholds, and templates as needed.
Troubleshooting & support tips
Q: Assessment results are not appearing in Greenhouse — what next?
A: Confirm API credentials, check that the assessment stage is mapped to the job, and consult the Aspiring Minds/SHL developer documentation and Greenhouse support page for integration logs.
Q: Candidates report not receiving assessment invites
A: Verify candidate contact details and notification templates, check spam filters for automated emails, and confirm that reminder schedules are active in the dashboard.
Q: How to handle language mismatches?
A: Provide candidates with a language option at invite time or select job-specific language settings in the assessment configuration to ensure clarity.
In practice, the Aspiring Minds (SHL) integration with Greenhouse reduces manual screening overhead and centralizes assessment artifacts, but it complements — not replaces — careful resume screening. Combining automated assessments with targeted resume review gives teams both speed and context: automated tools flag promising candidates, and recruiters or hiring managers confirm fit with role-specific judgment.
Speed up resume screening with ZYTHR
Pair the Aspiring Minds + Greenhouse assessment workflow with ZYTHR’s AI resume screening to cut resume review time and surface the most relevant candidates faster. ZYTHR integrates into your hiring stack to improve accuracy in shortlisting and let recruiters focus on interviews, not manual sorting.