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Recruiting strategy and position Management

The recruiting process involves key steps from requisition creation to offer management, including job posting and candidate selection. Current recruiting trends emphasize proactive candidate relationship management, long-term thinking, and the use of analytics and mobile technology. Additionally, recruiting configuration templates can be customized through various methods, with specific guidelines for managing job requisition and candidate profiles.

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Deepak Bhatt
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15 views

Recruiting strategy and position Management

The recruiting process involves key steps from requisition creation to offer management, including job posting and candidate selection. Current recruiting trends emphasize proactive candidate relationship management, long-term thinking, and the use of analytics and mobile technology. Additionally, recruiting configuration templates can be customized through various methods, with specific guidelines for managing job requisition and candidate profiles.

Uploaded by

Deepak Bhatt
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Recruiting Process

The Recruiting process contains key steps from requisition creation to requisition approval:

1. Requisition creation and approval


2. Job posting and sourcing
3. Candidate application
4. Candidate selection management
5. Offer Management

Recruiting TrendsThe following list outlines the recruiting trends that you should be aware of, as presented by blogger,
Jessica Miller-Merrell:

1. Candidate Relationship Management

2. Retirement of Reactive Recruiting

3. Thinking Long Term

4. Analytics for Everyone

5. Smart Mobile

Trends
Trend 1: Candidate Relationship Management
Build the relationship with a candidate before they even apply for the position by ensuring that the relationship meets the following
aspects:

 Targeted

 Long Term

 Personalized

 Ongoing

Trend 2: The Retirement Of Reactive Recruiting


Instead of being reactive to leadership decisions, be proactive by becoming familiar with strategy and building your HR strategy
accordingly. The following list outlines some of the current trends on the market:

 Average time to fill is 58.1 days

 Boomers are finally retiring

 More competition for knowledge workers

 Improvements in technology

Trend 3: Thinking Long Term


Build a program (for example, university or training) that will teach current employees specific skills instead of looking for people with
these very specific skills outside of the company by focusing on the following factors:

Trend 4: Analytics for Everyone


Company leaders speak the language of analytics. When considering the importance of analytics for everyone, the following actions
are advised:

 Do not use analytics only to perform back analysis, but also use numbers to forecast.
 Use numbers when discussing and planning the recruiting strategy with company leaders.

Trend 5: Smart Mobile


Ensure that your company follows current mobile trends, such as the following:

 Apps – your company app that can be connected to the career site

 Responsive – pages are properly displayed on different devices

 On the go – be able to access information anywhere

 Sourcing– use different candidate sources, for example, career site, Twitter, and so on.

 SMS– text the candidate to remind them of the date and time of the interview

 Social Broadcasting– stay connected with your candidates via social media.

Recruiting process

CPR7229115

Recruiting – Create new – Basic job requisition – Copy existing Job requisition or Browse families & Roles or Create New Job Requisition from
Blank Template

Browse Families & Roles – from dropdown let suppose Human Resource Family – then under it HR Professional (where we do have job
description, job summary, competencies, skills , education, interview questions) – next Recruiter – next Hiring manager – click on next – Check
the job profile (job description, summary, competencies, skills >> Select the job details – company,division, department,location, cost center
>>> Position details - number of openings, job code, job role, job level, job status, job by grade >>>> Salary and Benefits , min , max, pay type,
frequency, currency>>> Job ad – ineternal job title, external job title, default language, post job in languages>>> Questionarrie send to next step
there is aroute map approved by HR, Manager and finally completed

Position management settings

General – yes , WC,BC

Hierarchy adaption – leading hierarchy

Synchronization

Matrrix synchronization
UI customization

Right to return

Transition period

Integration - you can use the option on this tab to configure the integratin with RCM

Manage position

Manage data

Sequence of loading data first time --Basic Import – Biographical import – Employment
details – job histoty – personl det - compensation

Recruiting configuration templates can be configured in two ways, in Provisioning or in Admin Center.
For minor changes, the Manage Templates tool in Admin Center is probably easier. As an
implementation consultant familiar with the XML, you might find the Provisioning method faster for
making many changes at once. The four primary Recruiting configuration templates include: • Job
Requisition template • Candidate Profile template • Job Application template • Offer Detail template

Each Recruiting system has only one candidate profile template. The number of job requisition
templates, job application templates, and job offer detail templates varies based on the recruiting
process. Each job requisition template can reference only one job application template, but a job
application template can be referenced by more than one job requisition template.

1. Go to .Provisioning. Managing Recruiting.


2. Import/Update/Export Job Requisition Template or Edit Candidate Profile Template. 2. Copy
and paste the entire code from the Job Requisition Template form to an XML editor. 3. Make
two copies of the XML code and save them. Mark one copy as the original and archive it. Then
work with the second copy. Always create two copies of the XML file. This way, you can revert to
the original code at any point if something goes wrong in your working copy. 4. Configure the
following sections of the template • Template name • Supported languages • Field definitions •
Button permissions • Section Name and Signature • Listing fields • Mobile fields • Assessment
Scale • Application Status Set • Application Template Name • Candidate E-mail Permission. If
you use the Offer Approval feature (Enable Offer Approval is enabled in Provisioning), remove
the element from the Job Requisition template to avoid a validation error on import. Only use
this element if you do not use Offer Approval. 6. Save the template. 7. Go to Provisioning
Managing Recruiting Import/Update/Export Job Requisition Template . 8. Copy the modified
code from your configured template and paste it into the Job Requisition Template form. 9.
Choose Save Form.

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