HR strategy and policy comprise the process of recruitment and employment of new co-workers which have to meet company's requirements and goals. Recruitment process is determined by:
Job vacancy
Preparing and publishing open job positions is the first step in the process of recruitment and the search for a new human capital. Preparation is based on job requirements, on requested competencies and additional employment requests.
System of competencies, knowledge, experiences and skills
Competencies, knowledge, experiences, skills for a job and additional requirements can be defined extra, depending on special needs and current situation.
Candidates, applicants
The system maintains data on candidates and applicants in a similar way as for the employees. When company decides which applicant is appropriate, the data is (can be) transferred to core HR.
Candidates and applicants can also have their competence profiles (list of competencies and proficiency level).
Candidate application
System records candidate's applications for a job vacancy (or more vacancies). Based on job requirements and applicant competence profile, the adequacy of applicant is assessed. The system supports interviews or even applicant testing for better decision.
Applicant selection
The suitability of an applicant is assessed based on company's requirements, job requirements, competence profiles and/or other parameters.
Employment
Selected applicants are placed in core HR with just one click. Once data is there, the system guides the user through the whole employment process. Rejected applicants can remain in the database, unless they explicitly refuse to be.
Forms, documents, questionnaires, reports
Questions, invitations to job interviews and tests can be prepared for applicants. System supports rejection or acceptance letter of an applicant and even a proposition of a contract agreement. Questionnaires can be sent to email addresses through the system.