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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At line 1 changed one line
[{TableOfContents}]
[{TableOfContents }]
!!!REVIEW PREVIOUS SETUP
Prior to working through the Recruitment application, it is advised to go through a setup
checklist.
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!!! Review Previous Setup
!!!MANAGE JOB OPENINGS
The first stage in the recruiting process is to identify and manage any job openings with the entity. These jobopenings will be managed through job profiles, which in turn are used to produce job postings.
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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.
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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
!!Establish Job Profiles
Job Profiles may be established for jobs, positions and postings within an entity to clearly define their purpose, functions and prerequisites.
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The first stage in the recruiting process is to identify and manage any job openings with the entity. These job openings will be managed through job profiles, which in turn are used to produce job postings. \\
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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.
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!!Identify the Need to Hire
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.
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*Establish [Job Profiles|JOB PROFILES]
** Define Job Profiles ([IRJP])
**Print Job Profiles ([RRJP])
!!Create and Approve Job Postings
Job Postings may be automatically created by running [URPO] or they may be manually created in Maintain Postings [(IRPO)] for vacant positions.
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* Identify the Need to Hire
** List Employees by Positions ([REPC])
The Approve Postings [(IRPOA)] screen is the form you access in order to give approval for
postings.
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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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!!Establish Job Posting
Once recruiting activity is approved to proceed, a detailed posting record is created with all of the information necessary for the recruitment cycle.
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!!! Process Candidates
The search for an appropriate applicant begins with the recruiters who will be a source of
candidate. Once the candidates submit their application, that information will be gathered and
recorded as a candidate profile. All the profiles can be reviewed and you can narrow down
the list of preferred candidates or even find the candidate to fill the position.
!!!RECRUITER PROFILES
Recruiters are used to help companies find suitable candidates for specific postings. Recruiters are uniquely identified by a manually entered recruiter code.
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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])
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!!! Assess Applicants
!!Define Recruiters
A Recruiter is an internal or external individual, organization, media or event through which companies find suitable candidates for specific postings.
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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.
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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])
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!!! Review and Rank Applicants
!!!CANDIDATE PROFILES
Candidates are individual job seekers who seek employment with the entity. They may be current employees, prior employees or individuals who have never worked for the organization.
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The search for an appropriate applicant begins by reviewing the candidates and ranking their eligibility. Once a suitable candidate has been selected, approval to hire must be obtained and the hiring process completed.
!!Maintain Candidate Profiles
Candidate Profiles contain detailed information about the candidate such as their qualifications, resume and work history.
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* Rank/Hire Applicants ([IRAP])
* Close Posting
* Track Applicants
* List Applicants ([RRAP])
* List of Recruiting Statistics ([RRAN])
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!!!GENERATE CANDIDATE PROFILES
The Generate Candidate Profiles [(URPC)] screen allows you to generate candidate records for employees
that are existing in the system but have not had a candidate record created yet. The candidate code created for these employees will be their person code in the system.
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![Notes|Edit:Internal.CONFIGURATION-RE]
[{InsertPage page='Internal.CONFIGURATION-RE' default='Click to create a new notes page'}]
!!Purge Candidate Profiles
The Purge Candidate Profiles [(URPRCA)] screen allows you to remove candidate profiles from the system.
!!Update Candidate Applications
The Update Candidate Applications [(URCA)] screen allows you to automatically move all applications from
the selected Application stage to a new Application Stage and Status
!!Email Candidates
The Email Candidates [(UREC)] screen allows you to send mass emails to a group of candidates regarding the
recruiting process.
!!!ASSESS APPLICANTS
It may be necessary to evaluate potential candidates' competency levels to determine which candidate is the mos appropriate for the position.
!!Prepare Assessments
Assessments are used to determine if an individual meets the needs of specific job profiles. They establish the level of proficiency an individual has attained in various competence categories.
!!Publish Assessments Profiles
The Publish Assessment Profiles [(RRAS)] screen allows you to publish assessment profiles either in full detail or listed by various criteria upon request.
!!Schedule Assessment Events
Assessment Events are proficiency tests companies may require individuals to take to measure competency.
!!View Assessment Event Schedule
The View Assessment Event Schedule [(DRASE)] screen allows you to view dates assessments have been scheduled for a specific candidate.
!Grade Assessments
Once the candidate has completed an assessment, it may be graded through the Grade Assessment [(IRGA)] screen.
!!Publish Assessment Results
The Publish Assessment Results [(RRAR)] screen allows you to publish assessment results either in full detail or listed by various criteria upon request.
!!Email Applicants
The Email Applicants [(UREA)] screen allows you to send mass emails to a group of applicants regarding the recruiting process.
!!!REVIEW AND RANK APPLICANTS
The search for an appropriate applicant begins by reviewing the candidates and ranking their eligibility. Once a suitable candidate has been selected, approval to hire must be obtained and the hiring process completed.
!!Rank/Hire Applicants
Applicants are put through a number or pre-employment assessments and are ranked on each of the assessments. Based on the ranking, they may or may not be hired.
!!Close Posting
Once the recruiting process is completed, you may close the posting through the Maintain Posting [(IRPO)] form.
This page (revision-45) was last changed on 26-Nov-2021 10:22 by JEscottTop