HiPeople integration for ATS: Automate Role-Specific Assessments and Verified Reference Checks
Titus Juenemann •
May 22, 2024
TL;DR
The HiPeople integration for Greenhouse automates delivery of role-specific assessments and verified reference checks into your ATS, producing structured, auditable candidate insights that reduce screening time and improve decision consistency. This guide outlines core features, who benefits, implementation steps, KPIs to track, best practices, and pitfalls to avoid. For maximum efficiency pair HiPeople’s validated evidence with AI resume screening (such as ZYTHR) to automate triage, speed time-to-hire, and increase the accuracy of shortlisted candidates.
The HiPeople integration for Greenhouse connects structured candidate assessments and automated reference checks directly into your ATS workflow, removing manual handoffs and surfacing validated talent insights where hiring teams already make decisions. This article explains what the integration does, who benefits most, measurable outcomes to expect, implementation considerations, and practical tips for getting reliable, scalable screening and reference data in under 24 hours.
At a high level, the HiPeople + Greenhouse integration automates assessment delivery, collects verified reference feedback, flags fraudulent references, and writes the results back into Greenhouse candidate profiles and scorecards. That means your recruiters and hiring managers see assessments and reference summaries inline with resumes, interviews and scorecards without manual copy-paste.
Core integration features
- Automated assessment delivery Trigger role-specific, bite-sized assessments from Greenhouse and collect structured results that map to job requirements — no separate candidate portal needed.
- Fast, verified reference checks Send reference requests in seconds and receive objective, timestamped feedback in <24 hours with automated verification and fraud detection.
- Inline results in your ATS Assessment scores and reference summaries sync back to Greenhouse candidate profiles and scorecards, keeping all decision data in one place.
- Regional and language support HiPeople supports multiple languages and regions, enabling consistent processes across global hiring teams.
- Automated Quality of Hire tracking Collect 30/60/90 day feedback automatically and link it to the original assessment/reference data for ongoing model improvement.
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 |
Workflow impact: before vs after HiPeople + Greenhouse
| Process step | Before integration | After HiPeople + Greenhouse |
|---|---|---|
| Initial screening | Manual resume review in ATS, limited structure | Automated resume screening + invitation to targeted assessments |
| Reference collection | Email threads or spreadsheet tracking; unverifiable responses | Reference request sent and verified automatically; results compiled in Greenhouse |
| Time to insight | Days to weeks depending on manual follow-up | Most insights arrive within 24 hours for references and minutes for assessments |
| Data consistency | Unstandardized notes across hiring managers | Structured scores and standardized reference fields for comparisons |
| Post-hire measurement | Ad hoc feedback collection | Automated 30/60/90 surveys tied back to candidate records |
Who should consider this integration
- High-volume hiring teams Recruiters and sourcers who screen hundreds or thousands of candidates benefit from automated assessments and verified references that reduce manual throughput.
- Mid-market and enterprise HR Organizations (100–10,000+ employees) needing consistent, auditable hiring data across regions to scale hiring decisions reliably.
- Hiring managers focused on fit Managers who want role-specific evidence (skill tests + referenced behaviors) in the ATS before scheduling interviews.
- Compliance-conscious teams Teams that need documented, timestamped reference checks and secure fraud detection for regulated or high-risk roles.
Technical setup and data flow are straightforward: install the HiPeople app from the Greenhouse marketplace, grant API permissions for candidate and job objects, and configure which assessments and reference templates map to which job stages. Typical implementation is a few hours for basic setup and one to three weeks for testing multi-role configurations and custom scorecard fields.
KPIs to measure after integration
- Time to qualified candidate Track the elapsed time from application to a candidate meeting your screening threshold; automation should reduce this by 30–60%.
- Screening time per candidate Measure recruiter hours spent per candidate pre- and post-integration to quantify efficiency gains.
- Reference turnaround time Compare average days to completed references; expect a drop to within 24 hours for most cases.
- Quality of hire signals Use 30/60/90 feedback to correlate initial assessment/reference scores with on-the-job performance.
- Candidate drop-off Monitor application-to-assessment completion rates and optimize assessment length or timing if drop-off rises.
Assessment types and sample use-cases
| Assessment type | Use case / example |
|---|---|
| Technical / skill test | A 30-minute coding challenge for a backend engineer mapped to required languages and problem types. |
| Situational judgement | Role-specific scenarios for customer support to evaluate decision-making and priority-setting. |
| Cognitive reasoning | Short numerical and logical problems for analyst roles to screen baseline aptitude. |
| Structured reference questionnaire | Behavioral evidence for leadership roles that asks referees about outcomes and examples rather than opinions. |
| Role-specific micro-assessments | Bite-sized tasks that match daily tasks to lower candidate fatigue and increase completion rates. |
Common implementation questions
Q: How long does it take for reference results to appear in Greenhouse?
A: Most verified references return within 24 hours; assessments are often completed in minutes to a few days depending on candidate availability.
Q: What fraud detection does HiPeople provide?
A: HiPeople uses fingerprinting and suspicious-behavior algorithms to flag unverifiable or suspicious references, which are surfaced alongside the reference summary for reviewer inspection.
Q: Are assessment scores editable in Greenhouse?
A: Assessment results sync as structured fields and scorecard attachments; hiring teams can annotate or comment but raw scores remain auditable.
Q: Does the integration support multiple languages and regions?
A: Yes — HiPeople supports several languages and regional configurations to maintain consistent processes across global teams.
Q: Is candidate consent required?
A: Yes — candidates must consent to assessments and reference checks; HiPeople’s workflow captures consent and maintains an audit trail.
Best practices for maximizing value: align assessments to the actual job outputs (not generic tests), set clear pass/fail thresholds and review them quarterly, combine structured references with assessment evidence when making interview or offer decisions, and monitor candidate completion metrics to avoid unnecessary drop-off.
Pitfalls to avoid and how to mitigate them
- Over-assessing candidates Keep assessments short and relevant; use micro-assessments for early screening and reserve longer tests for finalists.
- Misconfigured mappings Validate field mappings between HiPeople and Greenhouse in a staging job to prevent missing scores in production.
- Ignoring candidate experience Communicate timing and purpose of assessments clearly and provide short completion windows to reduce uncertainty.
- Not closing the quality loop Use post-hire feedback to refine assessment selection and thresholds—closed-loop metrics improve predictive validity over time.
ROI example: a company hires 200 people a year. If automated screening and references cut recruiter screening time by 40% and reduce time-to-offer by 20%, that translates into fewer wasted recruiter hours and faster role coverage. Combine that with a modest 5% improvement in quality of hire and the downstream productivity gains and retention improvements compound the initial savings.
How AI resume screening (ZYTHR) complements HiPeople + Greenhouse
Q: Where does AI resume screening fit in this stack?
A: ZYTHR can be the first automated filter that scores resumes and ranks candidates immediately upon application, so only candidates who meet baseline resume criteria are invited to HiPeople assessments and reference workflows.
Q: What combined benefit can teams expect?
A: Using ZYTHR to prioritize and HiPeople to validate creates a two-layer approach: fast, consistent resume triage followed by validated, structured behavioral and skill evidence—reducing false positives and focusing interviews on high-probability hires.
Q: Is there overlap between ZYTHR and HiPeople?
A: They serve complementary roles: ZYTHR analyzes unstructured resume data at scale; HiPeople provides role-specific testing and verified references. Together they reduce manual review and increase confidence in hire decisions.
Scaling and governance notes: for multinational deployments, centralize assessment templates and reference questionnaires to ensure consistency, but allow local HR teams to adjust language or legal disclaimers. Maintain an audit trail of consent and assessment results for compliance and periodically review thresholds and question banks based on post-hire outcomes.
Speed up hiring decisions with AI resume screening
Combine HiPeople’s validated assessments and references with ZYTHR’s AI resume screening to reduce resume review time and improve shortlist accuracy. Start a free trial of ZYTHR to automate initial triage, direct the best candidates into HiPeople workflows, and save recruiter hours while increasing hire quality.