Resumes received from various sources are screened. Screening can be done multiple times by more than one user. This will meet the business requirement of performing multiple screening of Resume.  Normally, the Recruiter, then by the Head of the Department, will do resume screening.

For a Request for Hire, resume screening is performed. Screening can be done on the

• Resumes posted against a Request for Hire; and

• Resumes posted as General; or / and

• Rejected Resumes; or / and

• Resumes posted against other Request for Hire

Persons screening the resume will have the option, either screen on only

• Internal Resume

• External Resume

• Both Internal and External

The personnel performing screening can specify the criteria to get the desired resultant set of resumes. Provision to specify screening criteria is provided for the user (person performing screening), which has the facility to indicate the operators and values, like Experience should be greater than 5 years, etc.

For every criteria given above, operators can be used whether the value specified is ‘Greater Than’ or ‘Less Than’ or ‘Greater Than or Equal To’ or ‘Less Than or Equal To’ or ‘Equal To’ or ‘Between’, etc.

Criteria which can be specifies are as given below:

Qualification

The qualification that an applicants should possess is mentioned in the table, wherein the qualification which has to be as ‘OR’ will be placed in same row, meaning if the criteria as to specified as BE or B Tech, then both this qualification will be given in single row.  BE should be given under ‘Qualification Code’ and B Tech in ‘Alternate Qualification Code 1’. If the qualification has to be as ‘AND’, the qualifications will be placed in different rows. For example, if BE and MBA are required qualification, then BE should be specified in first row and MBA in second row.

Applicants with required percentage in a particular qualification can be specified in the screening criteria. Like, in BE should have scored > 70%…etc.

 Total months of Experience

The total months of experience expected from the applicants can be specified. For example, value in operator drop down box can be ‘>’ and the values can be mentioned as say 36, which means total months of experience should be more than 36 months.

Relevant Work Experience

The relevant work experience expected from the applicants can be specified. For example, if the total months of experience are 36 months, actually the relevant out of total experience could be only 12 months, hence; filter on relevant work experience is also provided. And in the screening criteria, filter on relevant work experience can be specified.

Industry Type/Sector

The type of industry from which the applicants are expected. Like, pharmaceutical industry, chemical industry, etc.

Work Experience for Selected Industry (months)

If organization is keen on getting applicants with specific experience from a particular industry, then for the selected industry, the desired months of experience the applicants should possess can be specifies and used as one of the criteria to screen the applicants.

Competency Count / Ratio

Competency match count will be the number of competencies that matching with the applicants competencies as compared to the competencies given as part of manpower requirement (Request for Hire)

Competency Ratio

These are the ratio of the competencies possessed by the applicant to the competencies required. For example, if competencies required is 10 and if the user specifies the required ratio is equal to 1, then it means, the list of applicant to be screened and listed in the table should be all those applicants who possess all the competencies given as requirement in Request for Hire. 

 While screening the applicants the advantage of using competency match count and competency ratio is that, to give competency match count

Category

The specific category of people whom the organization wants to hire will be specified. If the various categories for which organization has allocation will part of the screening process. Example of category will be like Physically Handicapped, Ex-Service Man, etc.

Age (Years); The applicants’ age, that is required for the position.

Willing to Travel; it is other information based on which the applicants can be filtered.

Organization Name; if the screening person is looking for applicants from specific organization, then name of the organization can be specified to get the applicants from that organization.

Identification Document; if the screening person is looking for any specific identification document, like document, then the input can be given to get the desired applicants.

Examples, for specifying the criteria can be like,

• Qualification should be ‘BE’ or ‘B Tech’

• Competency Match Count should be ‘Between’…5 and 10.

• Experience should be ‘Greater Than’…5 years

The number of records

The user would like to view in the table can be specified, like 10, 20…etc. meaning if there are around 100 resumes, user will be able to see only the number of records specified by him.

Screening Person

can specify the sort order in which he likes to get the resultant set of resume. User can opt to get the sort order by name and later specify the order in which it should get sorted, like, whether in ascending or descending order.

The screening criteria

specified by the user, could be saved with unique name. This will be helpful in getting the same screening criteria to screen resumes for similar positions. For example, if a screening criteria is set for Managerial Position, it could be saved with a name, say, Managerial-Screening Criteria, then the same criteria can be used to perform resume screening for another position which is managerial in nature.

Applicants Resume fulfilling the screening criteria specified would be derived and displayed in the table. Each resume will provide information on

Resume ID:

Applicant’s Name:

Age in years:

Qualification Match Count:

Total Work Experience (Months):

Relevant Work Experience:

Competency Ratio:

Competency Match Count:

Resume Status: and

Category:

Based on the above information, the screening personnel can make decision on the resume whether the resume has been, 

Short listed

Next Level Screening

Transfer to General Resume

Rejected

Delete

If, ‘Short-listed’, the resume is available for scheduling to exercises.  If, ‘Next level Screening’ is selected, the resume is available for performing the next level screening. If ‘Transfer to General Resume’, the resume is made as general and will be available in the resume data bank of the organization.  If ‘Rejected’, the resume will be rejected for the RFH and will be available in the rejected resumes data bank.  If ‘Delete’ is selected, the resume will be permanently deleted and will not be available in any of the resume data banks.

Assigning Applicants to Exercises

The applicants screened for a Request for Hire will be available for scheduling them to exercises.  Applicants can be assigned to an exercise, date, time, venue and the assessor with whom the evaluation will be conducted.

Applicant Evaluation

Evaluation can be done on-line. Assessors who have been assigned to particular exercise, when logged-in will get all the exercises, which are supposed to be evaluated by him/her.

The HR user can also enter evaluation details.  If assessment was not done on-line, then the HR User can enter the evaluation details.

Applicants can be evaluated at exercise level, competency level and competency element level. If the applicants are rated at competency element level, the scores are calculated at competency level and later at exercise level. If the evaluation process involves stages and exercises, then the score of stage is calculated based on the exercise rating. If the evaluation process involves exercise only, then the score is calculated only for the exercise.

The rating at exercise level and stage level will facilitate the user in selecting the applicants for the next stage or exercise.

Selection

The applicants who have been finally short-listed during evaluation; and applicants identified for ‘Quick Hire’ will be available for selection. During selection,

The applicant can be selected for the position specified in the request for hire, or

To any other position, department, or job other than the position specified in the request for hire.

Normally, the Supervisor who has raised the request is the person who accepts the selection. But flexibility is provided in the system to change the acceptor.

In many situation, it may be a valid requirement in the process to evaluate a applicant for the required position, but due to higher or lesser qualification and experience of the applicant, recruiter may have to take decisions to hire the applicant at a higher level or at a lower level. For example, if the request is for ‘Manager-HR’ position and in the process of interview, if it is found that the applicant is very good but has less experience, then he might be fitted as ‘Assistant Manager-HR’.

While performing the selection process, user (recruiter) can take decision on the applicant either to

Select; or

Waitlist; or

Reject.

The selection decision taken on the applicants can be authorized or rejected. Whether the selection decision requires authorization, can be decided by the Organization.

Salary Fitment

The salary fitment for the selected candidates is prepared.  Applicant’s previous salary details along with internal equity details are considered while preparing salary fitment. The pay elements of the applicable to the organization are available for the salary fitment.  For the specific pay elements, the decided amount is mentioned, based on which gross salary and annual pay is derived.

In order to get desired internal equity details, recruiter can specify criteria based on which salary fitment can be prepared. Criteria can be specified for a department, job, grade, qualification, experience, etc.

Getting familiar with the activities inside