In recent times the term sounds. 'e-Recruitment'. And on the market now and then there products to automate the process of search and recruitment. Virtually all service providers / vendors of similar packages claim that their development will forever change the recruiting process and will provide us the opportunity to choose for themselves only the best specialists. So what can and should expect from. solutions for e- Recruitment. ?.
Comparing the various IT development, you need to find the answers to these questions:.
Does the solution to all aspects of the processes for automation which it is directed?.
How much is flexibility in setting up processes to maximize compliance with a specific company?.
Who determines the development and improvement of the solution: a developer or end user?.
Can you use the solution to predict your future needs?.
Will the product to choose better candidates?.
Will the introduction of solutions to promote the maximum use of resources available to you and alignment processes?.
How the product is simple and intuitive to use?.
The market is always a lot of ' appropriate ' decisions, but because you need to best of its kind.
Each manufacturer of software for e-Recruitment'a seeks to endow their offspring, and certainly a lot of unique useful features, functions, and ' frills '. The international practice of using such products in the real world shows the absolute necessity of having the following features:.
Management applications and mechanisms for their approval.
Post jobs / career portals, creating / staff recommendation of candidates.
Pre-selection and evaluation of candidates for.
Automation of business processes, communications and management interviews.
Reporting and Analytics.
Management applications and mechanisms for their approval.
Company users need software that will allow recruiters and managers on the selection to create and store an unlimited number of applications to fill the vacancies by candidates from external and internal sources. Each application must be assigned to the appropriate status and remain the date of its initiation with the ability to copy it for re- location or a local placement. In this case the database must be stored (and be easily accessible ), ' templates ' descriptions of open positions with the prescribed key skills and competencies. This is necessary in order to maximize the ease and speed up the creation of applications for similar jobs in the future. After this acceleration, and improve the quality of the fitting process is achieved by automating the process of approval of applications with the ability to make necessary adjustments to it.
Expanded opportunities for job placement.
If you have a few hours of free time, you can manually post all their vacancies on various sites, including their own. But those who do not have those few hours, come to the aid solutions that integrate the process of placing vacancies on internal career site and on an unlimited number of Web sites (r. e. job- board'ov, external sites and m. n. ) With the possibility of ' other recommendations '. This system allows the placement to improve the quality of candidates, as it allows you to maximize the search box with minimal labor and time consuming. Using ' Advanced ' functional software allows managers not only as fast as possible to fill open positions, but also to create strategic plans for recruitment.
Pre-selection and evaluation.
Your time is too valuable to sobesedovat all candidates whose resume ' as if ' approach to job. Take time just for something that it is absolutely necessary to spend - to communicate with only the most qualified of the candidates responded. You can save significant time of their hiring managers, unless they have access to a library of questions the selection of candidates based on pre- identified requirements for the post. To reduce the evaluation pool of candidates and to give full attention to only the most suitable one, you need a solution to be ' drop-out issues ', assign a balanced assessment of candidate responses and rank people according to their degree of compliance with stated requirements.
Automation of business processes, communications and management interviews.
Integrated automation of business processes allows you to automatically create reminders, notices, reports, and plan next steps and actions throughout the entire process of selection, as well as to share candidate information with colleagues with a single click. Ability to manage the on-line help as well to improve the internal and external communications and greatly accelerate the achievement of results - for this purpose.
Message Template Library;.
mass function to send personalized notices to candidates;.
co-ordination and appointment of the interview with the automatic entry of, the information in the working calendar of the hiring manager;.
adherence to the notice of the appointment interview, important documents;.
storage of notes, the interviewer on the server to provide access to decision-makers managers;.
templates for letters, offerov with the possibility of personalizing and sending automatic candidate for change in his status.
Reporting and Analytics.
Do not react to change - be proactive. Solutions with the functions of reporting and analytics allow recruiters to consider all 'if ' and ' suddenly ', as well as to forecast and plan ahead for the activity of choice, instead of simply filling open positions. The system is able to analyze the process of recruitment, it also allows managers to assess the degree of contribution to the success of recruiting units throughout the organization, to assess the quality of the recruitment process, the quality of the sources of candidates and to optimize this aspect of HR.
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