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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 jobopenings 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.

Establish Job Profiles#

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 in the Define Job Profiles screen (IRJP).

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.

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.

The Approve Postings (IRPOA) screen is the form you access in order to give approval for postings.

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.

RECRUITER PROFILES#

Recruiters are used to help companies find suitable candidates for specific postings. Recruiters are uniquely identified by a manually entered recruiter code.

Define Recruiters#

A Recruiter is an internal or external individual, organization, media or event through which companies find suitable candidates for specific postings.

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.

Maintain Candidate Profiles#

Candidate Profiles contain detailed information about the candidate such as their qualifications, resume and work history.

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.

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.