The document discusses recruitment and selection processes and e-recruitment systems. E-recruitment systems help structure recruitment, reduce costs and time, and integrate applicant tracking. They also facilitate talent management and communication with candidates.
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Attribution Non-Commercial (BY-NC)
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The document discusses recruitment and selection processes and e-recruitment systems. E-recruitment systems help structure recruitment, reduce costs and time, and integrate applicant tracking. They also facilitate talent management and communication with candidates.
The document discusses recruitment and selection processes and e-recruitment systems. E-recruitment systems help structure recruitment, reduce costs and time, and integrate applicant tracking. They also facilitate talent management and communication with candidates.
Copyright:
Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online from Scribd
The document discusses recruitment and selection processes and e-recruitment systems. E-recruitment systems help structure recruitment, reduce costs and time, and integrate applicant tracking. They also facilitate talent management and communication with candidates.
Copyright:
Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online from Scribd
Download as ppt, pdf, or txt
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Recruitment & Selection
The Recruitment and Selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
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Recruitment Process Flow
Identify vacancy Requirement. Prepare job description and person specification Advertising the vacancy as Required. Managing the response Short-listing Arrange interviews Conducting interview and decision making FACTORS AFFECTING RECRUITMENT
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E-Recruitment E-Recruitment system is the comprehensive tool to manage the entire recruitment processes of an organisation. It is one of the technological tools facilitated by the information management system to the HR of organisation. Just like performance management, payroll and other systems, ERecruitment helps to contour the recruitment processes and effectively managing the ROI (Return On Investment )on recruitment. The features, functions and major benefits of the ERecruitment are explained below:
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Structure and systematically organize the entire recruitment processes. E-Recruitment facilitates faster, unbiased, accurate and reliable processing of applications from various sources. Helps to reduce the time-per-hire and cost-per-hire. E-Recruitment helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, the final decision making to the main recruitment process. It maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. This system provides a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker. Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI(Return On Investment). It helps to communicate and create healthy relationships with the candidates through the entire recruitment process.
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E- Recruitment Types The two kinds of e- recruitment that an organisation can use is Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation. Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organisation for consideration in future as and when the roles become available.
Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organisations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, experience, payroll, etc.) of the job. Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organisations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the passers-by applicants. Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments. 5 2005 Intelligroup, Inc. Confidential and proprietary
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Online Recruitment Techniques
Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. E-Recruitment should be incorporated into the overall recruitment strategy of the organisation. A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed. Therefore, to conclude, it can be said that e-recruitment is the Evolving face of recruitment.
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Talent Management
An Advanced talent database that enables recruiters to plan for, find, track and manage potential candidates.
Find suitable candidates for open positions by providing advanced searches for ideal candidates.
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Applicant completes profile (initially). Information that a recruiter would run searches on would be pulled from the candidate profile sections. Applicants must release their profile for the recruiter to find them in the talent pool. Recruiter conducts a search of the talent pool View candidate match list Select the candidates of interest View their profile History of what they have applied for and the associated activities Overview of profile/resume Notes (attachment)
Make decision and flag them to send notifications Notifications are sent out to potential candidates providing information on the matching position and details of how to apply (if interested). 9 2005 Intelligroup, Inc. Confidential and proprietary
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Process Flow Talent Warehouse Administration
Applicant Start
SAP system
Recruiter
Complete Candidate Profile
Talent Pool
Search Talent Warehouse
Applies for Vacancy
Notification sent to Applicant
Profile Match
End
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Candidate Processing
Candidate Referrals will automatically populate the recruiter requisition. The candidate material will be forwarded to the hiring manager for consideration.
The candidate information is stored in the talent warehouse for future consideration.
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Candidate Tracking
Activity Recruiter Review Status Reason Meets Requirements Does Not Meet Requirements Candidate withdrew Posting Cancelled Late Referral * (Blank) * Indicates that additional status reasons must be completed for tracking to be final.
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Candidate Tracking
Activity Recruiter Interview Status Reasons
Meets Requirements Does Not Meet Requirements Candidate withdrew Posting Cancelled Others more competitive Compensation too Low
Status Reason * Intent to Pursue Others more competitive * Request Screening Candidate Withdrew Posting Cancelled
* Indicates that additional status reasons must be completed for tracking to be
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Candidate tracking
Activity Hiring Supervisor/Search/Committee Review. Status Reason Others More Competitive Offer Extended Compensation Too Low Posting Cancelled Candidate Withdrew Future Interest
Activity Decision Status Reasons
Accept Decline 14 2005 Intelligroup, Inc. Confidential and proprietary
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Candidate Tracking
Activity Decision Status Reasons Accept Decline Candidate Processing
The candidates application status section will be updated with position closed. When the position is official filled. A report will be generated, upon completion of the hire, to provide the necessary information for the hiring completion form. 15 2005 Intelligroup, Inc. Confidential and proprietary
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Process Flow
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Key Performance Indicators (KPI)
90% of Applicant material submitted electronically
Reduce lapse time between request to post and actual posting Goal 24 hours. Applicant Manages their own job self service = reallocate recruiter time involved in Customer Service.
EEO (Equal Employment Opportunity)-data1-2 days instead of weeks to audit for workforce snapshot
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