This is version 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 . It is not the current version, and thus it cannot be edited.

Back to current versionRestore this version

REVIEW PREVIOUS SETUP#

---

Prior to working through the Recruitment application, it is advised to go through a setup checklist.

MANAGE JOB OPENINGS#

---

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.

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.
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.

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.

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).

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#

Candidate Profiles#

Generate Candidate Profiles#

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#

Publish Assessments Profiles#

Schedule Assessment Events#

View Assessment Event Schedule#

Grade Assessments#

Publish Assessment Results#

Email Applicants#

RANK AND HIRE 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#

Close Posting#

Track Applicants#