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.
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.
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.
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.
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!