|
|
Once a job requisition is created, approved, and posted candidates can submit applications for the job opening. The candidate completes the on-line job application process and submits their candidate information, resume (CV), skills, questionnaire responses, and other information based on your internal processes and the configuration of PeopleFluent Recruiting Portal. The submitted information is then stored as a candidate profile within PeopleFluent Recruiting Portal.
Understanding the different types of candidate profiles will help you to more effectively search for candidates.
To view the Candidates button on the Global Navigation Bar, users must be assigned the Candidates > Access to Candidate Section permission. This permission is assigned in PeopleFluent RMS Administration Portal.
The basic components for candidate functionality with PeopleFluent Recruiting Portal include:
Whenever a candidate initially enters the system a Default Candidate Profile is created.
The default profile contains the most recent candidate information. Default profile information is updated whenever the candidate updates information in their registered Candidate Portal account. Skills, Certifications, Education, and Work History are not part of the default profile. Changes to this information in the Candidate Portal are not automatically updated on the candidate's RMS default profile.
The default profile is updated each time a candidate applies to a requisition or is assigned to a requisition by a PeopleFluent Recruiting Portal user.
A candidate can have only one default profile.
Each candidate has a single default profile in RMS that is updated whenever the candidate updates the information associated with their account in the Candidate Portal. When the candidate applies for a specific requisition or a Recruiter assigns a candidate to a requisition, a Requisition Candidate Profile is created.
The requisition profile contains information specific to the individual requisition, such as the candidate's salary requirements for the specific requisition, or a resume (CV) specifically created for the position.
Candidates who apply to or are associated with more than one requisition will have multiple requisition profiles. Therefore, if you search among requisition profiles, what appear to be duplicate records may be returned if multiple requisition profiles assigned to a single candidate meet the search criteria you have specified. Similarly, if you search among all profiles (default and requisition), what appear to be duplicate records may be returned, as many candidates whose default profiles meet your search criteria will have at least one requisition profile that also meets your search criteria.
Virtual Candidates are those candidate profiles that were identified using the AutoRecruiter function. PeopleFluent Recruiting Portal does not automatically create a requisition profile for virtual candidate records that are in AutoRecruiter folders. Because AutoRecruiter searches can locate numerous candidates, many of whom are never moved to other workflow folders, virtual candidates help to conserve system resources and improve system performance.
Virtual candidates are essentially locked and their profiles cannot be edited as long as they remain in the AutoRecruiter folder.
When the candidate is moved from the AutoRecruiter folder into a requisition workflow folder, the system will create a requisition candidate profile, thus allowing the candidate profile to be edited.
Once a candidate submits their application and is associated with a requisition, they enter the workflow process. The workflow consists of a series of folders that mirror your internal hiring process. Organizations may have several different workflows. For example, there may be an hourly or salary candidate workflow, or a different workflow for high volume recruiting. Candidates are progressed through the workflow by PeopleFluent Recruiting Portal users based on their qualifications, candidate interviews, and the results of external assessments. For more information see About Workflow.
Candidates associated with a requisition are listed in the Workflow pane. The number of candidates who have applied for a job opening is displayed next to the requisition name. Expand the requisition folder to view the workflow associated with it. Expand the workflow folder to view the list of candidates currently in that step of the hiring process. The icon next to the candidate name indicates the source (internal or external) and status (virtual or locked) of the candidate.
To view detailed information about a candidate, click on the candidate name in either the Workflow or Candidate List pane. Detailed candidate information is displayed in the Details pane. Candidate information is displayed on various tabs:
Resume (CV): If the candidate provided a resume and / or cover letter with their application it is displayed on this tab.
Candidate Info: Contact (address, phone, email, etc.) and other information entered by the applicant, as well as notes and attachments entered by RMS users.
Profile: The candidate's requisition profile information including source, work history, education, and interview history.
Offer/Prehire Info: Includes candidate approval records, salary, pre-employment assessment status, and new hire information.
Candidates are progressed through the workflow by clicking on the candidate name in a workflow folder and dragging it into the next folder in the process. For example, a candidate in the Inbox folder may be moved into a Not Suitable or Interview folder depending on their qualifications.
Besides the drag and drop method of moving candidates, there are also candidate actions that can occur by simply right-clicking on the candidate name and selecting an action from the resulting menu.
Some organizations have created automatic triggers that are fired when a candidate is moved into a specific folder. Triggers may be as simple as creating and sending an email thanking a candidate for their interest in a position, or they may be as complex as removing a position from all job posting sites once a candidate is moved into the Hired folder.
In all cases, it is the movement of candidates through the workflow that initiates the triggers. Therefore, there may be restrictions placed on the order in which candidates can be moved through the workflow. For example, a candidate may have to be moved into an Interview folder before they can be moved into Offer Extended or Hired folder. Visual cues are displayed next to the candidate name indicating if the candidate can be moved into a folder. The green check mark indicates that the candidate can be moved from the previous folder into the selected destination folder. A red X mark indicates the move is not allows due to your user permissions or workflow folder rules.
Additional Information
|
|
