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Recruitment check requests

Have a candidate submit their own credentials before they start — screened while they're still an applicant, and carried across intact when you hire them.

Who it's for: Recruiters and compliance admins screening at scale, pre-hire

Availability: Available

What you get​

  • Ask a candidate for exactly the credentials the role requires, without holding their documents yourself
  • Let them respond on any device, with no Oho login to create
  • Screen before onboarding, so a problem surfaces while it's still cheap to act on
  • Keep candidates as applicants, separate from your engaged workforce, until you take them on
  • Carry everything across on hire — nothing is re-collected or re-verified because their status changed

Turn it on​

→ Send a recruitment check request — pick the credentials you're asking for, send the secure link, and track the response.

How it works​

Sending a recruitment check creates an applicant — a person you're still considering, kept as a separate record from a worker. Everything they submit is stored against that applicant record and verified the same way as anything else. When you take them on, you promote the applicant to a worker and the credentials they supplied come with them, so their history follows them from candidate to employee.

→ Applicants — how applicants relate to workers, and what happens on hire → Credentials — what Oho does with each credential once it arrives → Core Entities — where applicants sit among the building blocks

For developers

Create applicants and screening requests over the REST API, send a requirements block for the credentials you need, and subscribe to the completion event rather than polling.

→ Screening an applicant → Webhooks & event delivery

Good to know​

  • A recruitment check goes to an applicant. To ask an existing worker for a detail you're missing, send a fetch request instead — the two are separate flows for a reason.
  • To ask every candidate for a role for the same set of checks, apply a screening package rather than re-listing requirements each time.
  • The wording and branding of the email the candidate receives is yours to change — see Customise email templates.
  • Candidates can also arrive from your recruitment system rather than by email — see ATS integrations.
  • Once a credential is in, keeping it true is the ongoing loop's job — see Employment verification.