Human Capital  Management - iRecruitment
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Human Capital Management - iRecruitment

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    Human Capital  Management - iRecruitment Human Capital Management - iRecruitment Presentation Transcript

    • IRECRUITMENT L.D.College of Engineering Ahmedabad
    • Developed by: Prashant Marvania [Exam no:5374] Sandip Savani [Exam no:5873] Krinal Mehta [Exam no:5385] [MCA 5th sem]L.D.College of Engineering Ahmedabad
    •  Topic to be Discussed: Sandip Savani ◦ Overview of iRecruitment. Krinal Mehta ◦ Advantages and disadvantages & key Functions of iRecruitment. Prashant Marvania ◦ Processes of iRecruitment.
    •  Internet Recruitment Module of Oracle Application HRMS e-Business Suite Web-Based recruitment solution Manage all recruitment activities using a single self- service interface Easy-to-use interface for job seekers. All the functionality of recruitment process for an organization. Similar to other Job Sites,But It share its database structure with core HR.
    •  A separate homepage for : site visitors, registered users, managers, recruiters, and agency users. The homepages outlines the iRecruitment functions available for each user, and provide direct access to these functions.
    •  Site visitor: accesses the external web site but does not create an account. Registered user: registers on your web site and provides a minimum amount of personal information. Employee: apply to internal job postings, perform employee referral, and interview tasks. Manager or recruiter: access the entire functionality. • Post and manage vacancies • Process candidates and applicants • Manage recruitment communication • Create and manager offers • Create and manage interviews Agency user: belongs to a recruiting agency
    •  Full-cycle recruitment solution.Automates every phase of the recruitment process. Integrates with Oracle HRMS to manage the entire workforce lifecycle. Information that the two applications share simplifies Your day-to-day administrative tasks. Example- hire an applicant- spend time filling forms. The employees details are already available.
    •  Lower costs to the organization.(Posting jobs online - cheaper than advertising in the newspapers.) Reduction in the time for recruitment(over 65 percent of the hiring time). Improved efficiency of recruitment process Gives a 24*7 access to an online collection of resumes Ignored unqualified candidates in an automated way. Provide valuable data regarding the compensation offered by the competitors - Helps the HR managers to take various HR decisions like promotions, salary trends in industry etc
    •  Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations. There is low Internet availability and no access and lack of awareness of internet in many locations across India. Organizations cannot be dependant solely and totally on the online recruitment methods.
    •  Analyze the Recruitment Process The Performance Management Viewer (PMV) status and detail reports supplied with iRecruitment help managers and recruiters to analyze various measures of the recruitment process. Use Third-Party Agencies for Recruitment Identify one or more agencies to recruit for a vacancy. Track Applicant Data for Compliance Purposes Use the iRecruitment High Availability Feature iRecruitment provides the high availability (HA) functionality to set up an alternate or high availability instance to make the basic candidate job site available when you shut down the iRecruitment instance to carry out maintenance tasks. Virus Checks Oracle iRecruitments integration with Symantec AntiVirus engine enables you to perform virus checks on any documents uploaded to your system.
    • 2iRecruitment Process
    • Process of iRecruitment
    •  create vacancies. provide vacancy details :job description, skills, Search and apply for internal job postings Create candidate profiles, refer candidates, or apply for jobs on behalf of your referral candidates View vacancies for which your an interviewer and update interviews if you are the primary interviewer Updating Interview Details ◦ Entering Basic Offer Details ◦ Discretionary Job Title ◦ Proposed Start Date ◦ Expiry Date ◦ Providing Salary Details ◦ Entering Compensation Details for an Offer You can update interviews from the My Interviews table or navigate to the Candidate Details page of the applicant. When you conduct interviews, you can update the interview status and record feedback.
    •  Search for candidates using criteria such as work preferences, skills, and employment status. Search for individual candidates using last name or e- mail ID. Perform keyword searches on the resumes of candidates
    •  Allocate a consideration level to indicate their level of interest in the candidates. Invite candidates to apply for their vacancies. Refer candidates to other managers. Reject candidates for a specific vacancy.
    •  Use assessment or test results to evaluate applicants for vacancies. Identify applicants who have passed the vacancy test to progress them to the next level. Preview applicants resumes or download resumes to gather further information.
    •  Progress applicants through the interview process and update applicants details. Use the Background Check function to request a background-check to verify information such as the education history, qualifications, and relevant experience of applicants.
    •  Manage schedule for interviews. Interview feedback and result Interview security Interview statuses Applicants can view scheduled interviews in the My Interviews region of their home page.
    •  Enables communication between the recruitment team members and candidates either individually or as a group. Applicants can verify their job application status and check additional information for vacancies online using the communications module. Hiring managers and recruitment team members can discuss interview feedback. Recruiters can check with candidates their suitable time and date for interviews.
    •  They can sort applicants in the rating order to select applicants for their vacancies.
    •  Managers can create and send offers to successful applicants. They can track applicants responses to offers online and extend the offer duration, if required. Maintaining an Offer After you send an offer to an applicant, you can update the offer or extend the duration of the offer.
    •  Entering an Applicants Response If an applicant telephones you or sends a letter, you can record whether the applicant has accepted or declined the offer on the Enter Applicant Response page.
    •  On the Update Offer: Enter Basic Details page, you can change details such as the location or position offered to the applicant Updating Compensation Details Reviewing Updated Offer Details Viewing Offer Notes
    •  Report on the vacancies that have been created in your organization. Report on information such as salary, qualifications and competencies (skills) required, the location of the vacancy and whether it is for a contractor or an employee.