Embed Skills Assessments in Your ATS to Streamline Hiring and Improve Early-Stage Screening

The DoSelect integration for Greenhouse embeds skills-based assessments directly into your ATS workflow, enabling recruiters and hiring managers to trigger, monitor, and review candidate tests without switching platforms. By consolidating test selection, invitations, and results into the same hiring pipeline, teams can make faster, measurable screening decisions based on objective skill data. This article explains what the integration does, who is most likely to benefit, and the practical advantages, implementation steps, metrics to track, and common pitfalls to avoid. Readers will get concrete examples and a checklist to evaluate whether DoSelect + Greenhouse is the right fit for their hiring processes.

Core capabilities of the DoSelect — Greenhouse integration

• View DoSelect test catalog from Greenhouse Browse the full list of available DoSelect tests inside Greenhouse so recruiters can select assessments that align to job requirements without context-switching.
• Invite candidates to assessments Trigger invitations directly from a candidate’s Greenhouse profile, sending the appropriate DoSelect test with pre-filled job and candidate context.
• Retrieve and view assessment reports Access detailed DoSelect skill reports and score breakdowns from within the Greenhouse candidate page to inform screening and interview decisions.
• Streamlined decision workflow Use assessment outcomes as a step in your Greenhouse hiring stages (e.g., ‘Assessment Complete’) to automate candidate progression or rejection rules.
• Reduced manual tracking Eliminate separate spreadsheets and reduce administrative time by centralizing test status, completion, and scores in the ATS.

How the integration fits into a typical Greenhouse workflow: recruiters attach an assessment to a job stage, invite candidates as part of the screening flow, and then use the returned report to qualify candidates before scheduling interviews. That sequence removes bottlenecks where recruiters previously had to copy candidate details into a test platform and manually reconcile results. From a technical perspective the integration relies on API-based communication between Greenhouse and DoSelect. That includes authorization for the ATS to trigger tests and for DoSelect to push assessment results back into candidate records. Administrators should ensure the correct API keys and role permissions are set during onboarding.

Feature comparison: DoSelect integration vs manual assessment workflow

Who should consider this integration

• High-volume hiring teams Recruiters scaling technical or role-based hiring where hundreds of early-stage screens are required.
• Skills-first hiring programs Organizations prioritizing objective skill data to reduce reliance on resumes for initial screening.
• Distributed talent teams across APAC and EMEA Teams operating across multiple regions who need a standardized assessment process and centralized results.
• Companies with structured interview plans Hiring processes that can incorporate assessment outcomes as gating criteria before onsite interviews.
• Small teams without a testing specialist Companies of any size that want to offload assessment management into an integrated flow without hiring extra administrators.

Top benefits to expect after implementation

• Faster screening cycles Centralized invites and results reduce administrative overhead and speed up time-to-interview.
• Objective candidate profiling Granular skill-level reports identify strengths and weaknesses, enabling evidence-based shortlist decisions.
• Improved recruiter throughput Recruiters can process more candidates each week because the assessment step becomes low-friction.
• Consistent evaluation criteria Use the same test templates across roles and locations to standardize early-stage assessment.
• Auditability and compliance Central logs in Greenhouse with linked reports make audits and reporting easier.

Implementation considerations and typical timeline: a basic setup includes installing the DoSelect integration in Greenhouse, configuring API credentials, mapping tests to job templates, and establishing who can trigger assessments. For mid-sized organizations this typically takes 1–2 weeks including stakeholder alignment; enterprises may need longer for security reviews and SSO adjustments. Plan for training sessions with recruiters and hiring managers so they understand test selection, score interpretation, and how to incorporate results into hiring stages. Also prepare candidate communication templates to set expectations about time, format, and feedback.

Pre-launch setup checklist

• Admin access and API keys Ensure Greenhouse and DoSelect admin accounts have the required permissions and that API keys are stored securely.
• Map tests to job families Associate DoSelect assessments with Greenhouse job templates to speed test selection and maintain consistency.
• Configure candidate messages Create invitation and reminder templates to improve completion rates.
• Define pass/fail thresholds Set scoring cutoffs and document how outcomes affect stage progression.
• Train recruiters and hiring managers Run a 30–60 minute session on interpreting reports and using them in hiring decisions.

Key metrics to monitor after go-live

Common questions about the DoSelect — Greenhouse integration

Practical tips for using assessment data effectively: treat test scores as one input among several — combine them with interview notes, coding take-homes, or reference checks for a holistic view. Use score breakdowns to structure interviews: if a candidate shows a weakness on a specific sub-skill, allocate part of the interview to probe that area. Additionally, avoid rigid pass/fail rules for borderline cases; instead, route those candidates to a phone screen that focuses on the weak areas. Over time, calibrate thresholds against hire quality metrics to increase predictive value.

Common pitfalls and how to avoid them

• Over-reliance on a single test Use multiple data points and align tests closely to job tasks to prevent false negatives.
• Poor candidate communication Provide clear instructions, expected duration, and reminders to maintain completion rates.
• Not calibrating thresholds Regularly review outcome data to adjust pass/fail cutoffs that match hiring outcomes.
• Ignoring accessibility and language needs Choose tests and timelines that accommodate diverse candidate circumstances to avoid excluding qualified applicants.

Real-world use cases: A fast-growing SaaS company relies on DoSelect + Greenhouse to filter 500+ applicants per role for junior engineers — using a 30-minute coding assessment mapped to the job template reduced interview load by 60% and increased hire quality. A global customer support team standardized a communication and troubleshooting assessment across regions to ensure consistent baseline skills before hiring. Each scenario emphasizes matching the test to actual job tasks, automating invite flows, and tracking post-hire performance to validate the assessment’s predictive power.

Security and compliance checklist: confirm DoSelect’s privacy policy and data handling practices, ensure API credentials are rotated per policy, and capture candidate consent for assessments as part of your application flow. For organizations with strict data residency or audit requirements, coordinate with DoSelect and Greenhouse support pages and your security team prior to deployment. Finally, document retention policies for assessment results in your HRIS and ensure only authorized users can view detailed reports in Greenhouse to reduce exposure of candidate data.