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Steps
involved in recruitment |
Package
: (B)
Corporate user - Volume package |
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1 |
Requisitioning
manager defines requirements |
Internal requirements raised by different department managers are communicated to the HR manager. S/he creates the job specs - profile, prerequisites and key result areas. This process is too intricately involved with organisational situation and priorities, therefore, it is but natural that recruiter defines the requirements and also declares constraints of time and cost-to-company within which to make the talent acquisition. This activity is usually not outsourced. | ||
2 |
Requirements
to articulate precisely for automatic process |
JAA+
executive can create company/job profile and transform requirements into
online form with filters and ranking criteria on JAA+ website. These could
be reviewed/approved by requisitioning managers. Activity can be outsourced
as there is a learning curve in transforming specs into JAA+. Job description received from the Company... Transformed to Position profile created on JAA+... |
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3 |
Vacancy
to announce (in press or on Campus notice board etc.) |
JAA+
executive can design compact ad and release in press - the ad size can be
shrunk 70 to 80% at a huge cost saving. Advertisement
came in press... Transformed to Advertisement
on JAA+... |
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4 |
Applicants data to receive and arrange for entry in structured online forms | JAA+ will arrange to download and acquire all applicant resumes, preaudit, arrange data entry, with quality audit, into the online JAA+ database through dedicated data centres. Specimen application received which is entered into online Input forms... and ultimately Output generated by JAA+... | ||
5 |
Shortlist
applicants after applying filters and ranking criteria (as defined in step
2) |
JAA+ executive will match candidates by applying filters and ranking criteria against JAA+ database that includes direct applicants (as in step 4) + existing work seeker registrants; grade the candidates using automated scores. Iterations can be done at customer request to get requisite numbers of best candidates.. More... | ||
6 |
Candidates
to interview and select or drop |
User can
download the resumes of all direct applicants + matched candidates with
scores assigned by JAA+ into a structured database and process the same
thru eZsearch program. The candidate repository resides in user's computer.
User can apply various filters through eZsearch, evaluate and assign own
scores or write results of interview/tests and use these assessments to
finally select. The process is best done internally as it depends upon
managers' assessments of |
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| Charges payable to workquery.com | ||||
| eZsearch
License fee (for the client side program and access to JAA+) (Rs.p.a.) |
50,000 | |||
| eZsearch
number of users license (no. of users) |
10 | |||
| Service
fee for outsourced activities (tech & data centre support/ coordination)
(Rs.) |
50,000 | |||
| Variable
charge per candidate reported (Rs.) |
25 | |||
| Variable
charge per candidate entered and reported exclusively (Rs.) |
125 | |||
| Free
postings of positions on JAA+ (no. of position) |
300 | |||
| Per
position charge above the free volume only (Rs.) |
400 | |||
The registrant work seeker's data is secure in JAA+. Confidentiality and candidate's preferences are honoured. For e.g. candidate can submit resume that is designed to enable automated matching and yet it protects his/her identity. Also the candidate can specify restricted list of organisation(s) to which the application can be sent after matching of profile and requirements of both sides (i.e. work seeker and provider). The candidate can even opt to be just notified by JAA+ when a suitable match occurs; as s/he would choose to get in touch with the work provider. Certain requirements (of work seeker or work provider) are not disclosed in the profile but they are used in matching - for e.g. the minimum compensation required/offered can be hidden. Both work seeker and work provider can state essential and desirable criteria for matching and ranking. Such options are important to the very discerning applicants/providers. Absence of such features and (exaggerated) hoopla about being on the worldwide web has made many people "job sites-shy".