Harbour ATS integration
AI Resume Screening for Harbour ATS
Screened layers AI resume scoring and voice/text screening on top of Harbour ATS's own sift-and-shortlist workflow. Every score, red flag, and screening transcript is ready in Screened before your team shortlists in the Hiring Manager Portal. The Harbour ATS integration is available on request.
Where Screened fits in Harbour ATS
Harbour ATS is a UK applicant tracking system built for compliance-heavy, regulated employers — most established in social care and healthcare, with growing use in education and other CQC- and Ofsted-regulated sectors.
It's aimed at SME and mid-market organisations such as care homes, domiciliary care agencies, and healthcare groups that need to hire high volumes of frontline staff (care assistants, support workers, nurses) quickly while keeping a defensible safer-recruitment audit trail.
Rather than centralising every decision with HR, Harbour pushes day-to-day shortlisting out to operational hiring managers through its Hiring Manager Portal and Manager Mobile App.
What Screened takes off your plate in Harbour ATS
Care homes and domiciliary agencies using Harbour's Full Application Form often get large volumes of applicants without a polished CV, which is why Harbour already produces an AI plain-language summary.
Screened goes further: it scores each applicant 0-100 against the vacancy's requirements, pulls out relevant qualifications (care certificates, NVQ/QCF levels, a driving licence for community roles) and years of experience, and flags concerns like unexplained employment gaps — and hands it all back for reference, so whoever makes the shortlist or reject call is working from more than a keyword match.
Harbour deliberately pushes shortlisting to the hiring manager — a home, service, or nursery manager, not always a recruiter — through the Hiring Manager Portal and Manager Mobile App. Screened's score, summary, and red flags are ready before that manager reviews applicants between shifts, so the shortlist or reject call rests on a documented rationale instead of a raw application, giving the central compliance team an auditable reason behind every decision. Recording them onto the Harbour candidate record automatically is available on request.
Harbour's Heads or Hours tracking and Contractor Management Facility exist because unfilled shifts get covered by costly bank workers — the longer a vacancy stays open, the more that costs. Screened can re-score candidates already sitting in Harbour's candidate pool against a newly opened vacancy, so recruiters see who's worth a callback without manually reopening old applications, helping close the vacancy — and the bank spend — faster.
Harbour's Hiring Manager Portal schedules the telephone, video, or face-to-face interview itself, but someone still has to make the first call to confirm shift availability, right-to-work, and DBS willingness across every applicant. Screened's AI voice screening places that first call automatically, then produces the transcript, per-question scores, and a hire/no-hire recommendation, so hiring managers only book a human interview slot for candidates already confirmed as viable.
How Screened works with Harbour ATS
A candidate applies through Harbour's phased Full Application Form (or via a job board Harbour posts to, like Indeed) and lands in that vacancy's pipeline.
Screened scores the application 0-100 against the vacancy's requirements, extracts relevant qualifications and experience, and flags concerns such as unexplained employment gaps — and, where a phone screen is used, runs an AI voice or text interview and produces a transcript with a hire/no-hire recommendation.
The score, summary, red flags, and results link are ready in Screened before anyone records them on the candidate in Harbour. Writing them back automatically is available on request.
Recruiters and hiring managers keep using Harbour's own auto-sift, shortlist, and interview-scheduling actions — now backed by Screened's score — straight through offer, contract, and the New Starter Pack.
Built around how Harbour ATS works
Screened fits the objects and stages your team already uses in Harbour ATS.
Harbour's term for an open role. A hiring manager requests a vacancy through the Hiring Manager Portal, and Harbour tracks it through auto-sift, shortlist, interview, offer, and onboarding.
The interface operational managers — not always recruiters — use to request vacancies, review and shortlist candidates, and arrange interviews from a desktop or phone.
Harbour's phased application: a short form captures essential details first, then the fuller application only once a candidate is committed, to reduce drop-off.
The automated actions Harbour's tag-matching engine takes on a vacancy's applicants based on keyword and skill criteria.
The consolidated onboarding record — references, compliance checks, signed contract, right-to-work documents — Harbour assembles once a candidate accepts an offer.
Harbour's option to track a vacancy by headcount or by hours needed, built for shift-coverage roles common in care and healthcare providers.
Review candidate fit and authenticity
Bring screening assessments and potential authenticity concerns into your team’s review. Use the written findings to decide where a closer look is needed.
Common questions
Harbour has automation around screening already — an AI-generated plain-language candidate summary, a tag-matching engine for keyword fit, and an Anonymised Screening option that redacts personal details to reduce bias — but none of these produce a comparative 0-100 fit score against a specific vacancy's requirements or flag concerns like employment gaps. Screened adds that layer, scoring each applicant against the vacancy and producing the result for whoever triages it.
Yes. Once a candidate completes Harbour's phased Full Application Form — the short initial capture followed by the fuller application — Screened reads the submission against that vacancy's requirements, scores the candidate 0-100, and has the result ready for whoever triages the vacancy next, whether that's a central recruiter or a hiring manager in the Hiring Manager Portal.
Screened's score, summary, and red flags live in Screened, where a home, service, or nursery manager can be given access to read the output for their own vacancy. Writing them back onto the Harbour candidate record — so they reach the Hiring Manager Portal and Manager Mobile App next to the application itself — is available on request.
Yes. Screened's AI voice screening can place a first-round call to confirm details like shift availability, right-to-work status, and relevant experience, then produce the transcript, per-question scores, and a hire/no-hire recommendation. Harbour's Hiring Manager Portal still handles booking the telephone, video, or face-to-face interview that follows — Screened replaces the manual pre-screen call, not Harbour's own interview scheduling.
Harbour ATS is available on request. Just ask us about it when you talk to sales. Screening itself needs no developer work, no custom API project, and nothing to install on your side.
Screened highlights potential concerns in resumes and checks interview answers against the job requirements. Your team can review the written reasons and interview transcript, then ask follow-up questions about experience that needs clarification.
Screened keeps assessments and written reasons for candidates screened through Harbour ATS. Open the Screened candidate profile to review activity, or export a CSV of the latest decisions. For hiring decisions made in Harbour ATS, use its own records. See the screening records guide.
More on how Screened works with your ATS, or see the ATS integrations we build natively.
Use Screened with Harbour ATS
Screened handles resume scoring and first-round interviews alongside Harbour ATS. Talk to sales and we'll set up the integration with you.