hello@ediway.co.uk

hello@ediway.co.uk

CAREERS & RECRUITMENT

Find the Right People.Give Schools and Applicants a Better Recruitment Journey.

Recruiting into education involves more than publishing a vacancy and waiting for applications to arrive. Schools need to manage candidate information, assessments, interviews, decisions and offers while applicants need a clear place to understand opportunities and follow their progress.

EdiWay brings that journey together.

Publish school opportunities. Receive structured applications. Review applicant profiles. Coordinate assessments and written tasks. Manage interviews. Record the authorised hiring decision. Make the offer. Then move the successful candidate into onboarding without rebuilding their identity from scratch.

  • Vacancies
  • Applications
  • Assessments
  • Interviews
  • Offers
  • Hire
Manage Recruitment with EdiWay

ONE RECRUITMENT JOURNEY

Replace the Recruitment Trail of Emails, Documents and Spreadsheets.

School recruitment can quickly become fragmented.

  • The vacancy sits on one website.
  • Applications arrive somewhere else.
  • Interview notes are stored separately.
  • Written tasks live in email.
  • Offers are prepared manually.
  • Checks are tracked separately.

Then the successful candidate has to be entered into HR again.

EdiWay is designed around a connected process:

Vacancy → Application → Assessment → Interview → Offer → Hire

  • Each stage builds on the information already held.
  • The school keeps a clearer recruitment record.
  • Interview notes are stored separately.
  • The applicant gets a more coherent experience.
  • And appointment can lead directly into the wider workforce journey.

SCHOOL CAREERS

Give Vacanciesa Clear Place to Be Discovered.

EdiWay's recruitment model includes a public careers and jobs experience where authorised schools can publish appropriate vacancies.

A vacancy can give prospective applicants the information they need to decide whether the opportunity is relevant before beginning an application.

The school remains responsible for ensuring its vacancy information is accurate, appropriate and current.

Job advertising should reflect the actual role and requirements rather than using the platform simply as another place to copy an outdated job description.

CREATE AND MANAGE VACANCIES

Build the Opportunity.Keep Recruitment Control With the School.

Authorised school users can manage vacancies from the school recruitment workspace. Depending on the configured recruitment process, this can support areas such as:

Vacancy Details

Explain the role and opportunity.

School Context

Connect the vacancy to the correct school or organisation.

Recruitment Stage

Understand where the vacancy sits within the recruitment process.

Application Management

Bring candidates into the relevant vacancy workflow.

Closing or Updating Vacancies

Keep published opportunities current.

Permissions remain important. Creating a vacancy should not automatically be available to every member of staff simply because they work at the school.

THE APPLICANT EXPERIENCE

Make It Easierto Apply and Stay Informed.

Candidates should not need to navigate an internal school-management interface simply to apply for a job. EdiWay provides a separate applicant experience designed around recruitment. Applicants can use their recruitment workspace for areas such as:

  • Applicant profile
  • Applications
  • Career opportunities
  • Written tasks
  • Interview information
  • Offer information
  • Offer response

This keeps applicant activity separate from school staff access while still connecting successful candidates into the workforce journey later.

ONE APPLICANT PROFILE

Apply for OpportunitiesWithout Rebuilding the Basics Every Time.

An applicant profile can keep relevant candidate information together across the recruitment experience.

That provides a clearer foundation for applications and candidate review while reducing unnecessary repetition.

The applicant remains responsible for keeping the information they provide accurate.

Schools remain responsible for determining what information they need for a particular recruitment process and how it should be assessed.

An applicant profile does not itself represent verification of every statement or qualification contained within it.

APPLICATION MANAGEMENT

See the Candidate Journey.Not Just a Folder of Forms.

For authorised recruitment users, EdiWay can bring applications into a structured school workspace. Recruitment teams can review the relevant applicant and vacancy context rather than managing each candidate through disconnected email chains. That can help schools keep track of:

  • Who has applied?
  • Which role have they applied for?
  • What information has been provided?
  • Which recruitment stage have they reached?
  • What action is needed next?

The platform structures the process. The school determines the recruitment decision.

ASSESSMENTS AND TASKS

Gather Better EvidenceBefore Making the Decision.

Different vacancies may require different ways of understanding a candidate. Where configured, EdiWay can support recruitment activities such as:

Applicant Assessments

Create and review appropriate recruitment assessments.

Written Tasks

Ask candidates to complete relevant written exercises.

Submitted Evidence

Keep candidate responses connected to the recruitment process.

Reviewer Activity

Allow authorised recruitment users to consider the information supplied.

Assessments should relate appropriately to the role and recruitment purpose. They should support human consideration rather than become an automated employment decision.

VIDEO AND INTERVIEW ACTIVITY

Bring Interview PreparationInto the Same Recruitment Journey.

Interviews are often where fragmented recruitment becomes hardest to manage.

  • Scheduling may happen by email.
  • Candidate information is printed.
  • Notes are stored separately.
  • Decisions are discussed elsewhere.

EdiWay's recruitment model can support configured interview activity including:

  • Interview scheduling
  • Interview confirmation
  • Candidate context
  • Video interview workflows where supported
  • Written-task review
  • Interview-stage progression

The school remains responsible for deciding how interviews are structured, who participates and how candidate evidence is evaluated.

KEEP THE PANEL INFORMED

Give Reviewersthe Information They Actually Need.

Not every staff member needs access to every application.

Recruitment access can remain scoped according to the school, role and responsibility of the authorised user.

A member of an interview panel may need relevant candidate information for the appointment they are helping assess.

That does not automatically mean they should gain permanent access to every applicant or wider HR information.

Recruitment access should follow recruitment responsibility.

HUMAN HIRING DECISIONS

Technology Can Organise the Evidence.People Make the Appointment.

EdiWay can help schools coordinate recruitment evidence and workflow. It does not decide who should be employed. The authorised school remains responsible for:

  • Reviewing applications
  • Evaluating candidate evidence
  • Conducting interviews
  • Considering suitability
  • Making appointment decisions
  • Determining whether appropriate checks have been completed

The platform records and supports the process.
The hiring decision remains human.

SAFER RECRUITMENT

Recruitment in EducationNeeds a Stronger Evidence Trail.

Schools recruit people into environments where safeguarding children and young people matters.

For schools and colleges in England, recruitment processes must take account of the safer-recruitment requirements within the current Keeping Children Safe in Education statutory guidance.

EdiWay can help structure recruitment information and move an appointed candidate into the next governed stage.

Detailed pre-employment checks, onboarding evidence and Single Central Record activity belong within the dedicated workforce workflow.

EdiWay does not issue DBS certificates, perform legal suitability determinations or declare that a candidate is safe to employ.

Explore Staff Records, Onboarding and SCR

FROM CANDIDATE TO STAFF MEMBER

Appointment Should Not MeanStarting the Record Again.

This is one of the most important connections in EdiWay's recruitment model.

When the school appoints a candidate, the successful applicant can move into the authorised staff identity through a controlled applicant-to-staff conversion process.

Relevant information can move forward without requiring HR to manually recreate the person from the beginning.

That can help preserve appropriate context such as:

  • Identity information
  • Contact details
  • Appointed role
  • Relevant qualifications
  • Recruitment documents
  • Appointment context
  • Start information

Only information appropriate to the staff relationship should move forward. The recruitment record remains attributable to the recruitment process.

RECRUITMENT TO ONBOARDING

The Offer Is Notthe End of the Workflow.

Once an offer is accepted, the next stage begins. The candidate may need to move through:

Appointment → Pre-Employment Checks → Staff Record → Onboarding → Training and Induction → Operational Access

EdiWay keeps recruitment connected to that next stage while preserving clear process ownership.

Explore Staff Records, Onboarding and SCR

OFFERS AND APPLICANT RESPONSE

Keep the Final Recruitment StageConnected Too.

Where enabled, EdiWay can support the offer stage within the recruitment journey.

Applicants can receive relevant offer information and record their response through the applicant experience.

The school can then use the authorised outcome to progress the successful candidate towards staff onboarding.

An EdiWay offer workflow supports administration.

The contractual and employment terms offered remain the responsibility of the employing organisation.

UNSUCCESSFUL APPLICANTS

Keep the Process Respectful.Keep the Information Governed.

Not every candidate becomes an employee.

Applicant information should therefore remain subject to appropriate recruitment privacy and retention rules rather than being converted unnecessarily into an HR record.

Schools should determine how unsuccessful applicant records are retained and disposed of in accordance with their recruitment, privacy and retention arrangements.

EdiWay's connected architecture should not be interpreted as permission to keep every unsuccessful application indefinitely.

Explore Privacy and Data Protection

RECRUITMENT PRIVACY

Candidate InformationIs Not General Staff Information.

Applications can contain significant personal information. Access should therefore remain limited to people with an appropriate recruitment purpose. An application should not automatically become visible to:

  • All teachers
  • Unrelated managers
  • Other applicants
  • Parents and carers
  • Learners
  • Unauthorised external users

Information that later becomes relevant to an appointed staff record can move through the controlled recruitment-to-workforce process. The remainder retains its recruitment context.

FAIR AND INCLUSIVE RECRUITMENT

Reach Candidates Clearly.Assess Them for the Role.

Schools should consider how vacancy wording, application requirements and recruitment processes affect who feels able to apply.

Clear job descriptions and behaviour- or requirement-based criteria can help candidates understand what a school is genuinely looking for.

Recruitment processes should avoid unnecessary barriers and should allow schools to consider reasonable adjustments where required.

EdiWay provides the workflow.

The school remains responsible for operating a fair, lawful and appropriate recruitment process.

AI IN RECRUITMENT

Help With Administration.
Never Let AI Choose the Candidate.

Where governed AI assistance is enabled, EdiWay AI may support appropriate administrative recruitment work using information the authorised user is permitted to access. That may include working assistance with areas such as:

Drafting

Prepare a starting point for vacancy or recruitment communication.

Summarising

Create a working summary of authorised information for human review.

Interview Preparation

Help structure appropriate questions or meeting material.

But AI must not autonomously:

  • Rank applicants as the final hiring decision
  • Select the successful candidate
  • Reject an applicant
  • Decide safeguarding suitability
  • Determine DBS suitability
  • Infer protected characteristics
  • Make another consequential employment decision

Human reviewers remain responsible for recruitment decisions.

Explore EdiWay AI
Read About AI Governance

TRUST AND MULTI-SCHOOL RECRUITMENT

Recruit Across the Organisation.Keep Access Properly Scoped.

A trust or school group may coordinate recruitment across several schools.

EdiWay's organisation model can support delegated responsibility without assuming every recruitment user should see every candidate across every school.

Vacancy and applicant access can remain connected to the relevant organisational context and permissions.

This can support shared recruitment processes while keeping candidate information appropriately controlled.

RECRUITMENT REPORTING

Understand the Pipeline.Don't Turn Recruitment Data Into Automatic Judgement.

Authorised school leaders may need visibility across recruitment activity. Useful operational questions can include:

  • Which vacancies are open?
  • How many applications require attention?
  • Which candidates are at assessment or interview stage?
  • Which offers are awaiting response?
  • Which successful applicants need to move into onboarding?

EdiWay can help organise that recruitment pipeline. Reporting should support management of the process rather than become an automated judgement about candidate quality.

A CONNECTED RECRUITMENT JOURNEY

Publish. Review. Interview. Hire.

1. Create the Vacancy

Set up the authorised school opportunity.

2. Publish the Opportunity

Make the role available through the appropriate careers experience.

3. Applicant Registers

The candidate creates or uses their applicant workspace.

4. Application Submitted

Relevant information enters the vacancy workflow.

5. School Reviews

Authorised recruitment users consider the application.

6. Assessment or Task

Use relevant candidate evidence where configured.

7. Interview

Schedule and manage the appropriate interview stage.

8. Human Decision

The school determines the recruitment outcome.

9. Offer

Record and communicate the authorised offer.

10. Convert to Staff

Move the successful applicant into onboarding and the workforce record.

Recruitment ends with a decision.
The workforce journey continues.

FREQUENTLY ASKED QUESTIONS

Careers & Recruitment

Is Recruitment & HR one system in EdiWay?

Yes.

EdiWay’s recruitment foundation includes school vacancy creation and a public careers/jobs experience.

Do applicants need a school staff account?

No.

Applicants have a separate recruitment experience designed around careers and applications.

Can applicants have a profile?

Yes.

The recruitment model includes an applicant profile and applicant dashboard.

Can applicants manage more than one application?

The applicant experience is designed to keep applications within the candidate’s recruitment workspace.

Can schools create recruitment assessments?

Yes, where the relevant workflow is enabled.

Applicant assessments can form part of the recruitment process.

Can applicants complete written tasks?

Written-task workflows form part of the supported recruitment model.

Does EdiWay support video interviews?

Video-interview activity forms part of the recruitment capability where supported and configured.

Can schools schedule interviews?

Yes.

Interview scheduling and interview-management workflows are part of the recruitment model.

Can EdiWay send or manage offers?

The recruitment journey includes offer and applicant-response stages where enabled.

What happens when the candidate accepts?

An authorised successful applicant can progress through the applicant-to-staff conversion process into onboarding and the workforce record.

Does everything in the application automatically become HR data?

No.

Only appropriate information should move into the staff context.

Recruitment information retains its source and purpose.

Does EdiWay complete DBS checks?

No.

Detailed safer-recruitment checks and SCR evidence belong to the Staff Records, Onboarding & SCR workflow.

EdiWay does not issue DBS certificates.

Does EdiWay decide whether a candidate is suitable to work with children?

No.

That remains a human decision for the responsible school or organisation.

Can AI choose the best candidate?

No.

EdiWay AI must not autonomously make consequential recruitment or employment decisions.

Can a trust recruit across several schools?

EdiWay’s organisation model can support appropriately scoped multi-school recruitment processes.

What happens to unsuccessful applicant information?

It remains subject to appropriate recruitment privacy and retention rules and should not automatically become a staff record.

CONTINUE THE WORKFORCE JOURNEY

Recruitment Is the Beginning.Connect What Comes Next.

Recruitment & HR

See how recruitment connects into the wider workforce lifecycle.

Explore Recruitment & HR

HR & Workforce

Manage the continuing employment and workforce relationship.

Explore HR & Workforce

Staff Records, Onboarding & SCR

Move successful candidates into governed onboarding and safer-recruitment records.

Explore Staff Records, Onboarding & SCR

Performance, CPD & Induction​

Continue from onboarding into professional development.

Explore Performance, CPD & Induction

Privacy and Data Protection

Understand how applicant and staff information remains purpose-aware.

Explore Privacy and Data Protection

AI Governance

Understand the boundary around AI and employment decisions.

Explore AI Governance
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