31
Candidate Profiles and Digi Video Visibility
Does a complete profile improve visibility?
A complete, accurate and evidence-rich profile can improve professional presentation and discoverability, but it does not guarantee employer interest or selection.
32
Candidate Profiles and Digi Video Visibility
Who is responsible for profile accuracy?
The candidate and, where applicable, the sponsoring institution must provide complete, accurate and current information.
33
Job Discovery, Applications and Tracking
Can candidates discover job opportunities?
Yes. Eligible candidates can view relevant opportunities made available through the applicable platform or programme.
34
Job Discovery, Applications and Tracking
Can candidates apply for jobs through the platform?
Yes. Eligible candidates can apply for applicable opportunities through the authorised Job Bee and SmartRec workflow.
35
Job Discovery, Applications and Tracking
What is the standard candidate application journey?
The established journey is: Find Opportunity → Check Job Fit → Create ATS Resume → Create Cover Letter → Apply → Track.
36
Job Discovery, Applications and Tracking
Can candidates track submitted applications?
Yes. Application tracking allows candidates to monitor available status and progress information.
37
Job Discovery, Applications and Tracking
Are job alerts and notifications available?
Relevant alerts and notifications may be provided for opportunities, applications, interviews and recruitment updates.
38
Job Discovery, Applications and Tracking
Does applying through SmartRec guarantee an interview?
No. Applications are subject to eligibility, employer requirements, profile quality, competition and shortlisting decisions.
39
Job Discovery, Applications and Tracking
Can candidates apply to every listed opportunity?
Candidates may apply only where they meet the applicable conditions and the opportunity is accessible under their programme and profile status.
40
Job Discovery, Applications and Tracking
Can an employer reject an application?
Yes. Employers retain independent authority to shortlist, reject, interview or select candidates according to lawful recruitment criteria.
