More time for candidates and new colleagues. Less time copying data between Recruitee and AFAS.
LinkraFlow connects each step, from current selection lists and approved vacancies to the handover to AFAS onboarding.
Tellent Recruitee
Your systems. One continuous process.
Updating a list, re-entering an approved vacancy or collecting candidate details for HR. Here are examples of how LinkraFlow reduces that manual work.
HR updates a job role or employment condition in AFAS. Recruitment still uses the old selection list and has to copy the change manually.
LinkraFlow updates the agreed selection lists from AFAS. Recruitment selects from the data maintained by HR.
Fewer lists to maintain and fewer corrections later.
The vacancy is approved in AFAS. Yet recruitment still has to enter the same information again and find the right template.
LinkraFlow creates a draft vacancy in Recruitee using your organisation’s template. The recruiter reviews and publishes it.
Start recruiting sooner while staying in control of publication.
The candidate has signed. HR collects details from emails and Recruitee to enter them again in AFAS.
At the agreed candidate stage, LinkraFlow transfers the data for AFAS onboarding. The result is reported back in Recruitee.
Fewer separate emails and less data entry. More attention for the new colleague.
These are just a few examples. We agree which processes to connect based on how your team works. Start with the handover that creates the most manual work.
With LinkraFlow, recruiters use the agreed AFAS data on the vacancy and receive the handover result on the candidate profile. Your team keeps working in Recruitee.
LinkraFlow keeps the agreed AFAS selection lists up to date in Recruitee. Recruitment selects the right job role, employment conditions and onboarding profile on the vacancy. These selections are included in the handover to AFAS.
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LinkraFlow checks the required data and flags missing details, such as a postcode or house number, on the candidate profile. After the handover, the processing result from AFAS is also reported back in Recruitee.
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Existing data is passed to the agreed onboarding process in AFAS. HR can move forward while recruitment sees the result in Recruitee.
The agreed candidate stage in Recruitee triggers the handover.
LinkraFlow checks the required candidate and vacancy data and maps it to the correct AFAS fields.
Onboarding starts in AFAS. Missing details or the processing result become visible in Recruitee.
Each team works in its own system. You decide which data is shared and when it is transferred.
We agree in advance which fields and documents will be transferred and where they will go.
For example, name, email, phone number and address.
Job role, organisation, start date, working hours and contract details.
For example, a CV or cover letter, following the agreed document route.
We configure the integration with recruitment, HR and your application administrators. Clear agreements, from the first handover to daily management.
Where does the handover take time today? Together we choose the processes you want to connect.
We agree the data, triggers, vacancy templates and onboarding profiles.
Together, we review how the handover fits the agreed process and your daily work.
We agree who follows up on notifications, who manages the integration and how changes are made.
About your process, configuration and use of the integration.
Discuss your situationLinkraFlow handles setup, monitoring and technical management of the agreed integration. The dashboard shows execution status and items that need attention. We agree who follows up on alerts, how missing data is completed and how changes are handled. Recruitment, HR and IT know who is responsible for each step.
If you already have an integration, we review the transfers it supports and where manual work remains. LinkraFlow can support the processes on this page: reference data, approved vacancies and onboarding.
The approved AFAS vacancy becomes a draft in Recruitee. The recruiter reviews the content and decides when it goes live.
We agree a suitable frequency for each data list, such as daily. We also define how new, changed and retired values are handled so existing vacancies and candidate records remain usable.
You decide which candidate stage triggers the transfer to AFAS. We also define the related vacancy and data so the integration fits your hiring process.
Onboarding starts the agreed AFAS process using the available data. HR or the new employee then completes the remaining steps. Creating an employee directly is a different route. We agree in advance which route fits your setup and way of working.
We discuss which documents your process needs and where they should go in AFAS. Document transfer is a separate item in the proposal. Do not attach candidate documents to the contact form.
The recruiter receives feedback in Recruitee about missing information and can complete it. We agree which data is required and who follows up on notifications. If a processing result is uncertain, it is checked first.
That depends on the selected processes, your AFAS and Recruitee setup and the management required. You receive a proposal in advance covering configuration, use and support.
We align the schedule with your chosen processes and the availability of the relevant administrators. The proposal sets out what is needed and when you can start using the integration.
Together we determine which data is needed for the transfer and who has access. We also agree in advance on processing, retention periods and deletion.
Discuss where recruitment and HR currently transfer data manually.
Selection lists, vacancies, onboarding or a combination? Tell us how you use AFAS and Recruitee and where the handover takes time or causes rework.
We discuss which configuration suits you and make the next steps clear.
Prefer to get in touch by email?
contact@linkra.nl