This page (revision-45) was last changed on 26-Nov-2021 10:22 by JEscott

This page was created on 26-Nov-2021 10:22 by JEscott

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Version Date Modified Size Author Changes ... Change note
45 26-Nov-2021 10:22 3 KB JEscott to previous
44 26-Nov-2021 10:22 3 KB JEscott to previous | to last
43 26-Nov-2021 10:22 3 KB RForbes to previous | to last Configuration-REx ==> CONFIGURATION-RE
42 26-Nov-2021 10:22 3 KB RForbes to previous | to last Configuration-RE ==> Configuration-REx
41 26-Nov-2021 10:22 3 KB RForbes to previous | to last Configuration-REx ==> CONFIGURATION-RE

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CONFIGURATION-RE
CONFIGURATION-RE

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[{TableOfContents}]
[{TableOfContents }]
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!!! Review Previous Setup
!!! REVIEW PREVIOUS SETUP
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Prior to working through the Recruitment application, it is advised to go through the following setup checklist.
!Common Definitions
*Entity ([IDEN])
*Departments ([IDDP])
*Auth Areas ([IDAA])
*Locations ([IDLN])
*Units ([IDUN])
*Groups ([IDGR])
*Work Rules ([IDWR])
*Jobs ([IDJB])
*Positions ([IDPS])
*State/Provinces ([IDSP])
*Occupations ([IDOC])
*Industries ([IDIN])
*Approval Levels ([IDAP])
!Salary Administration
*Premiums ([ISPM])
*Ranges ([ISSR])
*Scales ([ISWS])
!Personnel Records
*Identities ([IEID])
**Internal Applicant
**Managers
**Internal Recruiters
*Contacts ([IECT])
**Interviewers
!Training and Development
*Competency Categories ([ICCC])
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!!! Manage Job Openings
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Prior to working through the Recruitment application, it is advised to go through a setup checklist.
!!! MANAGE JOB OPENINGS
----
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If there is a vacancy within the entity, a job posting must be created before a suitable candidate can be hired. Job postings may be created through a job requisition or directly, depending on the hiring policies for the entity. These newly created job postings will be published and used to find suitable candidates for the vacancy.
If there is a vacancy within the entity, a job posting must be created before a suitable candidate can be hired. Job postings may be created through a job requisition or directly, depending on the hiring policies for the entity. These newly created job
postings will be published and used to find suitable candidates for the vacancy.
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Job Profiles may be established for jobs, positions and postings within an entity to clearly define their purpose,
functions and prerequisites. Job profiles are created through the Define Job Profiles [(IRJP)] form and may be published through the List of Job Profiles [(RRJP)] screen.
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*Establish [Job Profiles|JOB PROFILES]
** Define Job Profiles ([IRJP])
**Print Job Profiles ([RRJP])
The recruitment process begins when a manager identifies the need to hire individuals into a new, vacant or soon to be vacant position or job. The List Employees By Position [(REPC)] report can assist managers in this process by identifying all vacant and under-filled positions. New posting records for vacant positions may be automatically created through the Generate Postings [(URPO)] form.
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* Identify the Need to Hire
** List Employees by Positions ([REPC])
Requisitions for job postings is done through the Maintain Postings [(IRPO)] screen. They are entered with a special status and are uniquely identified within an entity by a posting code. Approved requisitions automatically become open postings. Approving requisitions is done in the Approve Postings [(IRPOA)].
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*Create and Approve Job Postings
** Generate Postings ([URPO])
** Requisitions ([IRPO])
** Posting Approvals ([IRPOA])
** Publish Requisitions/Postings ([RRPO])
----
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!!! Process Candidates
!!! PROCESS CANDIDATES
----
\\
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* Define Recruiter Profiles ([IRRE])
* Define Candidate Profiles ([IRCA])
* Generate Candidate Profiles ([URGC])
** Purge Candidate Profiles ([URPRCA])
** Update Candidate Applications ([URCA])
** Email Candidates ([UREC])
**Publish Recruiter Profiles ([RRRE])
**Publish Candidate Profiles ([RRCA])
!! [Recruiter Profiles]
!! [Candidate Profiles]
!! [Generate Candidate Profiles]
!!! ASSESS APPLICANTS
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!!! Assess Applicants
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It may be necessary to evaluate potential candidates' competency levels to determine which candidate is the mosT appropriate for the position.
It may be necessary to evaluate potential candidates' competency levels to determine which candidate is the mos appropriate for the position.
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* Prepare Assessments ([IRAS])
* Schedule Assessment Events ([IRSA])
* View Assessment Event Schedule ([DRASE])
** Grade Assessments ([IRGA])
** Publish Assessment Results ([RRAR])
** Publish Assessments Profiles ([RRAS])
* Email Applicants ([UREA])
!! [Prepare Assessments]
!! [Publish Assessments Profiles]
!! [Schedule Assessment Events]
!! [View Assessment Event Schedule]
! [Grade Assessments]
!! [Publish Assessment Results]
!! [Email Applicants]
!!! RANK AND HIRE APPLICANTS
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!!! Review and Rank Applicants
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* Rank/Hire Applicants ([IRAP])
* Close Posting
* Track Applicants
* List Applicants ([RRAP])
* List of Recruiting Statistics ([RRAN])
\\
!! [Rank/Hire Applicants]
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!! [Close Posting]
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----
![Notes|Edit:Internal.CONFIGURATION-RE]
[{InsertPage page='Internal.CONFIGURATION-RE' default='Click to create a new notes page'}]
!! [Track Applicants]
This page (revision-45) was last changed on 26-Nov-2021 10:22 by JEscottTop