Development of recruiting app using Salesforce PPT.pptx

1. THE DEVELOPMENT OF A RECRUITING APP:
TECHNOLOGY AND EFFECTIVENESS
A THESIS SUBMITTED
BY
GUIDED BY

2. WHAT ARE RECRUITING APPLICATIONS AND WHY
IS IT IMPORTANT
•The company success relies on the people and its
employee. Recruiting applications include software's,
applications that are used by a company to accomplish
the process of hiring.
•These apps utilize the social platforms as talent databases
to attract all talented candidates that fit a given position.

3. CONT.…
•The effectiveness and technology is the primary driver for
any success behind the recruiting app. Human resource sort
to find the best recruit app to acquire the best candidates with
skills ability aptitude and creativity which will be
transformed into the business success.

4. CONT.…
•The flexibility of the Salesforce application allows developers to
Integrated job boards
Google ads- major technique for online advertisements
Analytical tools for the organization performance etc.

5. COMPANY PROFILE
• Salesforce company is known to be the best company in developing business-
related software's/applications.
• A study was done in the stated above company.
Type …………..public
Headquarters……….the Landmark Sand Francisco, California, U.S.
Founded …………1999
Industry ……………cloud computing. Software
Products ……………sales cloud, app development tools, marketing cloud,
services $commerce
Services……………..cloud computing, social enterprise.

6. TRENDS IN HIRING PROCESS
• The entire processes of hiring have changed over the past years. New technologies
pave the way and contribute to the organization success and potentiality of scaling
high above.
• Social platforms, i.e., YouTube, Facebook, Twitter, LinkedIn, etc. have contributed
to new ideas for improving business performance which include the hiring process.
• The company salesforce company has taken technology to another level. Building
applications to conduct hiring process among other services which makes every
company thrive financially.
• Salesforce gives four steps of the model recruitment

7. CONT.…
Selecting and establishing hiring goals
Developing hiring techniques
Conduct recruitment processes
Evaluate recruitment results

8. RESEARCH HYPOTHESIS
• Recruiting applications to build using salesforce technology can be
improvised so that they can improve efficiency and transparency of hiring
processes.
• H1:
Recruiting applications developed by use of Salesforce technology can
be improved to increase the effectiveness of hiring processes.
• H0:
Recruiting applications developed by use of Salesforce technology
cannot be improved to increase the effectiveness of hiring processes.

9. METHODOLOGY
• Research design
Mixed-method design where the research was done on the
secondary sources with the aim of deriving or investigating
ways of improving the state of research object.
• Research objectives
To determine the flexibility of the recruit applications
developed in Salesforce platform to improve the hiring
process.

10. DETERMINATION OF RECRUIT APPLICATION FLEXIBILITY
• To achieve the above objective, all the components, development processes and
the user-compatibility was examined.
• Factors examined include:
The application configuration- welcome center and other communication
channels were examined. User-relationship, functionality, and customization
were also done.
Candidate matching AIs tools- Qualitative analysis will be done to identify
the types of files allowed for updates, i.e., Excel, pdf, scanned a document,
word, zip format, etc.
Recruiting processes- all the processes which are onboarding and offboarding
processes will be examined. Transition and major types of onboarding
processes such as pre-hire, New-hire, E-hire will be analyzed

11. CONT.…
Online help section- evaluation will be done in the section to determine the
possibility and effectiveness of the tools used in developing online help
support. This will give the overall user view, and this helps develop strategies
to improve the system.
Other general Features to be checked include; drag and drop tools,
application compatibility to programming languages i.e. java, HTML.
Installed parsers and social integration- all the parsers installed in the
application will be checked for their flexibility i.e. if can be upgraded. The
application social integration of social media platforms will be evaluated.
This is indented to determine widespread of talent attraction

12. STEPS IN DATA PREPARATION
1. Data logging
2. Accuracy checking
3. Data entry and data transformation (missing values, categories
and statistical adjustment)

13. RESULTS AND DISCUSSION
• In determining the effectiveness of the recruiting app, it was found
out that Taleo Enterprise which is one of the product developed using
Salesforce have 67% successful recruitment process which means
that the platform tools developers uses are updated and delivers the
service correctly.
• The salesforce company offers only tools of development and thus
depending on the organization priority list, recruit application can be
developed to suit the specifics of the organization.

14. CONT.…
•The analysis results from the two-sample (t-test) gave the
p-value of 0.342. This, therefore, confirms the conclusion
that the stated above null hypothesis is false and the
research should go by the alternate hypothesis which
states that salesforce application can be improved to
enhance the hiring process.

15. RESEARCH CONCLUSION AND RECOMMENDATION
• The research concluded that there is a possibility of the hiring processes being
improved through the development of the applications the conduct the process.
• New recruitment strategies can be developed and the ideas transformed into the
applications or softwares. Not only the company can increase their turn overs but
also the running and cost analysis of the hiring process will be manageable.
• Proper training and campaign for the application recruitment methods need to be
done to allow shifting of the hiring process to online which has low levels of
injustices and connects organizations with required candidates.

16. THANK YOU