This is a planning activity based on the requirements as specified in the hire request. It includes understanding the need of the organization, the job specifications and descriptions as detailed in the hire request.  Plans can be made for the following.

·         Deciding the source type and source name

·         Evaluation set-up

·         Evaluation set-up involving simple steps

·         Plan a standard evaluation set-up

·         Specify the vacancy allocation

·         Assign applicants to exercises

Request for hire involves planning with which source type of the prospective applicants must be identified. The source type can be staffing agencies and non-staffing agencies. The staffing agencies provide the list of applicants for the job specifications provided by the organization. The non-staffing agencies will be those, which do not provide the applicants, but perform the activities to source the applicants. Typically, non-staffing agencies will be advertising agencies, websites, etc. Source Type will have values such as staffing agency and non-staffing agency. For a selected value, the source name must be captured. The source name will be agencies providing applicants for the job specifications made available to them. The source name of a non-staffing agency can be any advertising or newspaper’s name, where the organization plans to release a job posting advertisement. From each source type the number of applicants required and information like the date on which the job requirements were intimated and by what date the applicants list are required can be captured. In addition, any remarks like the agreement terms or any points for a source type can be noted.

Assigning Applicants to Exercises

 This activity helps to assign applicants to different exercises. Following the authorization of the request for hiring employees to existing vacancies, resumes are screened and the applicants can be assigned to relevant exercises to ascertain their potential. This activity facilitates selecting the hire request and assigning the applicants to the relevant exercises. For assigning applicants to an exercise, you are to specify the following details:

·         The stage of the exercise, whether first, second etc.

·         The description of the exercise.

·         The venue at which the exercise will be conducted.

·         The date and time on which the exercise will be conducted.

The exercise stage indicates if the particular exercise is the first or second level etc., of the exercise. The exercise description indicates the type of exercise that an applicant has to undergo to prove his/her potential. The other incidental details are the venue at which the exercise will be conducted and the duration for which it will be held. The system also gives you the flexibility of assigning the applicants to different exercises, venues etc.

Maintaining Evaluation Setup

Through this activity, you can maintain comprehensive evaluation parameters for assessing the performance of the applicants in the various exercises. The “Hire Process Planning” component facilitates maintaining a simpler evaluation setup also.

Specify the following details to define evaluation setup.

·         The sequence in which the various assessment stages must be conducted.

·         The weightage for each assessment stage with respect to the other stages.

·         The exercises that must comprise each stage.

·         The weightage assigned to each exercise with respect to the other exercises in a

stage.

·         The competencies that must be mapped to each assessment stage and constituent

exercises.

·         The venue, date and time at which a particular assessment stage or exercise is conducted.

·         The details of the internal or external assessor like the unique code of the internal or external assessor, the weightage assigned to each assessor with respect to the other assessors, if the assessor has been informed and if the assessor has been assigned to a stage/exercise tentatively or has been confirmed.

You can also apply the details of an already defined standard evaluation set up by default.

Maintain Simple Evaluation Setup

Through this activity, you can maintain simple evaluation parameters for assessing the performance of the applicants in the various exercises. The “Hire Process Planning” component facilitates maintaining standard evaluation setups to assess applicant performance. However, the evaluation of the performance of applicants for a hire request can sometimes be performed through a simpler evaluation method than the standard evaluation methods which may prove to be time consuming. In such an instance, you can define a simple evaluation setup for a hire request using this activity.

Specify the following details to define a simple evaluation setup.

·         The sequence in which the various exercises must be conducted.

·         The names of the different exercises.

·         A weightage to each exercise in relation to the other specified exercises.

·         The date from and till which the evaluation setup is to be in effect.

·         The exercise venue for which the evaluation setup is to be applicable.

·         The type of assessor, either internal or external, to indicate if the exercises have

·         to be assessed internally or externally.

·         The unique code of the panel or individual assessor who must assess applicant performance in the specified exercises.

Following definition of the evaluation setup, you can assign applicants to individual exercises and specify the date and time at which the applicant must undergo the specified exercise.

Assigning Applicant Sources to Hire Request

This activity assigns various applicant sources to a hire request raised for recruiting competent people for vacancies in the organization. Applicant sources are the sources from which resumes of competent applicants can be received for existing vacancies. Examples of applicant sources are staffing agencies, employee referrals, internal selection, organization’s website etc. This activity facilitates specifying the required applicant sources to a hire request.

To assign applicant sources to a hire request, you are to specify the following.

·         The source type such as staffing agency, employee referrals, internal selection, organization’s website, campus placements etc.

·         The name of the source type.

·         The number of applications required.

·         Last applicable date.

·         The date on which the hire request has been intimated to the source type.

Assigning the source type implies that the resumes/applicants for a hire request can be received from any or all of the assigned source types. For example, if employee referrals and internal selection are assigned as source types for a hire request, then the organization can fill the vacancies through screening and hiring applicants referred by employees or from qualified and competent employees within the organization.

You can also enter remarks after assigning the source types to a hire request.

Maintaining Evaluation Template

Through this activity, you can define and maintain a standard evaluation setup. The standard evaluation setup can be used to assess the performance potential of applicants being evaluated for recruitment to vacancies for which a hire request has been made.

To define a standard evaluation setup, you are to specify:

·         The description of the position or job for which the standard evaluation setup is being defined.

·         The different stages in which the evaluation process must be performed and the sequence in which the specified stages must be held.

·         The weightage for each evaluation stage.

·         The weightage indicates the importance of the stage with respect to the other stages in the evaluation process.

·         The evaluation stage weightage in percentage.

·         The exercises that must comprise each evaluation stage.

·         The weightage and weightage in percentage for each exercise.

The standard evaluation setup so defined with the required stages and exercises that must comprise each stage can be used by default for any position or job for which a hire request is made. This saves time as the HR user need not define an evaluation setup each time a hire request is made for a position or job. Also, you can use this activity for editing a standard evaluation setup already defined.

Viewing Simple Evaluation Setup

Through this activity, you can view the simple evaluation setup details for assessing the performance of the applicants in the various exercises.

The “Hire Process Planning” component facilitates maintaining standard evaluation setups to assess applicant performance. However, the evaluation of the performance of applicants for a hire request can sometimes be performed through a simpler evaluation method than the standard evaluation methods which may prove to be time consuming. In such an instance, a simpler evaluation setup is defined.

Viewing applicants assigned to Exercises

Through this activity, you can view the details of the applicants assigned to different exercises. Following the authorization of the request for hiring employees to existing vacancies, resumes are screened and the applicants are assigned to relevant exercises to ascertain their potential. This activity facilitates selecting the hire request and viewing the applicants assigned to the relevant exercises.

To view the details of the applicants assigned to different exercises, you are to first select the evaluation stage to which the exercise belongs and the specific exercise for which you want to view the details.

Viewing Evaluation Setup

Through this activity, you can view the details of a comprehensive evaluation set up defined to assess applicant performance in the various evaluation stages and exercises mapped to a hire request.

Viewing Applicant Sources for Hire Request

Through this activity, you can view various applicant sources specified for a hire request raised for recruiting competent people for vacancies in the organization. Applicant sources are the sources from which resumes of competent applicants can be received for existing vacancies. Examples of applicant sources are staffing agencies, employee referrals, internal selection, organization’s website etc.

Viewing Vacancy Allocation

Through this activity, you can view the vacancy allocation details of a hire request. Vacancy allocation refers to the percentage of vacancies allocated to each applicant category.

Getting familiar with the activities inside