Recruitment and Onboarding Part 2


 
The process of onboarding is crucial and measures to retain employees are being given increased focus. A measure taken to retain employees is to provide a good and substantial onboarding experience. Retention of employees begins at day one, it is also your ‘first impression’ of the organisation… Don’t you want to give new employees a good first impression?
 
Benefits of a good onboarding process in place:
 

  • Increased productivity and motivation from day one
  • Eliminates the feeling of being ‘lost’ as a new person
  • The employee has an idea of what the organisation is about, who they need to report to and who are the employees at management level

 

 
In KALES, successful candidates who have accepted an offer will be inducted into the organization via the process of Onboarding. Tasks that are carried out during this stage are grouped under Perform Applicant Onboarding activity. These tasks include any details relating to medical tests, reference data and joining formalities.
 
Why is KALES better than other systems? KALES self-service aspect of onboarding is paperless and ensures integration and structure in induction. Candidates are able to see what forms need to be submitted, what documents are mandatory/non-mandatory and what percentage of tasks are pending. During the export to HRMS process (Process of candidate to employee), all the information that a candidate has entered under the ‘Personal Information’ section is copied to HRMS and available for further editing and viewing by the employee.
 

Forms/documents:

This is where the employee will upload relevant qualification/education documents and download templates for forms that need to be submitted for their job.
 

Agreements/Policies:

Under this section, the employee can download the agreements/policies and provide their acceptance by clicking the ‘I Agree’ button.
 

Training courses:

This section is only applicable for an employee that needs to complete specific training for the job as part of their onboarding process. The status of the training would be displayed next to the training course eg. Not Completed or Completed or In Progress
 

 
The onboarding portal also helps employees understand where their work location is, who their supervisor is and who is part of their team. This way they can identify key employees before commencing on their first day.
 

 
Louise
KALES Consultant

This entry was posted on June 6th, 2017.

Recruitment and Onboarding Part 1


Have you applied for a job and have you just been overwhelmed with copious amounts of paper work? With KALES, recruitment and onboarding is a paperless system.
 
Recruitment is the process of finding and hiring the best candidate from within or outside of the organisation for a vacancy, in a timely and effective manner. The recruitment process includes defining requirements of a job, allowing applicants to apply for that job, screening and selecting applicants, hiring and inducting the new employee into the organisation.
 
KALES Recruitment enables a full range of hiring activity – from raising a hire request to onboarding the applicant, with ease of access and power packed features. It comes with in-built UIs and mobility features that enrich the user experience. KALES Recruitment can be easily integrated with external job-sites and social network websites to publish vacancies and receive resumes.
 

Details and features of recruitment

Request for Hire (RFH)

Captures key specifics on a hiring request. Details include position for which the request is made, department, grade set, grade, number required, required by date and many more. A manager may also place a ‘quick request’ which requires inputting the most relevant information in a timely fashion.
 

 

Sourcing Strategy

Here we can see details such as candidate sourcing, alert frequency, selection stages and assessment mode that defines a broad level plan for the RFH that is laid out. Applicants can be either internal or external. Candidate sourcing can be further identified by a sourcing channel, for example, if it’s an external candidate, the sourcing channel can be a career website, job portal or staffing agency. This can be defined in the sourcing strategy.
 

Applicant Profile

Candidates create their profiles whilst applying for a vacant position. This is created using a unique ID and enables the candidate to input details such as personal information, education, work experience and competencies. Candidates may also sign in with LinkedIn to input all their information.
 

Screening and Shortlisting

This stage is performed at a RFH level. All profiles can be screened to filter and shortlist those suitable. Profiles received internally or externally can be fetched for screening aimed at a particular RFH. In addition, there are other methods available for screening such as RFH criteria based, keyword search and competency profiling. The user can perform normal screening, incremental screening and override screening.
 

Applicant Assessment

Applicants are evaluated in all selection stages identified for the RFH. Assessment can be done by individual members or a panel. Applicants will be assessed based on the rating set identified for the particular stage of the RFH. Details captured in assessing applicants are RFH details, stage to assess, assessment based on, rating set details, user rating, RFH competencies assessment and proficiency level assessment.
 

Applicant Selection and Offer

Applicants are selected based on their performance in the selection stages. An offer can be made to the top performers, based on the ranking. An offer can be made based on the remuneration fitment and other job details such as position, job, grade set and grade. An applicant can accept or reject an offer. Multiple offers can be created and tracked.
 

Applicant Induction

Selected applicants are finally inducted into the organisation. Key information of the applicant is captured that form the basis for carrying out the joining formalities.
More detail on this will be discussed in my next blog on Onboarding!
 
Louise
KALES Consultant

This entry was posted on June 1st, 2017.

SuccessFactors Recruiting Management

SuccessFactors Recruiting Management is a next generation recruiting solution powered with engaging user experience, simplicity and efficiency. I’m excited about it for a lot of reasons, but mostly because of the intuitive, seamless process that it follows from originating a new requisition to hiring candidates. SuccessFactors provides the robust, insightful and convenient solution that recruiting professionals greatly need.
 
Listed below are some of the features that I have found to be helpful to recruiting users:
a) One of the features is the options provided to either Copy Existing Job Requisition or Browse Families & Roles while creating a new requisition. The advantage is that some of the fields get auto filled, saving the recruiting user valuable time and effort.
 
create-new
 
b) The ability to add pre-screening questions in the requisition form is one of my favourite features of the solution. It allows questions to be set up as a disqualifier or to be scored. The required score and dis-qualifier questions help to automatically disqualify applicants who do not meet the required criteria. This could be of great benefit to recruiting users when there is a large number of applicants.
 
pre-screen
 
c) Another feature that I found to be beneficial is the ease with which recruiting users can view and move candidates between statuses within the candidate pipeline. This is a sample of what the candidate pipeline looks like and it can be configured to the client’s needs.
 
job-req
 
d) The options provided by Interview Central to interviewers to collect interview details and rate all of the candidates is another highlight of the solution. I find this page to be extremely useful because interviewers can view all of the interview related information in a consolidated format here – and by simply clicking on the Rate Now link they can add or change the rating and comments.
 
interview
 
e) One of the last key features that I would like to highlight is View Candidate Ratings within the Interview Status. This allows recruiting users to view a summary of all interviewer ratings on each competency, and a total summary rating to make their decision.
 
view-candidate
 
These are just few of the features that I personally like and found beneficial. The solution overall, is extremely intuitive, seamless and beautifully built. If simplicity and efficiency is what you are looking after in your recruiting management solution then SuccessFactors Recruiting Management is the solution for you. We at KALTech Group are ready and capable to help you to a successful outcome.

This entry was posted on February 4th, 2015.