This document provides an overview of the features available in Talent Logix Recruit 360 Version 1.3, an on-demand e-recruitment software. It describes features related to candidate engagement, source management, candidate applications, and sorting/selecting candidates. Standard features include a career website, job posting, application forms, and adding questions to applications. Optional features allow for multi-lingual capabilities, custom career websites, posting to multiple job boards, and integrating third-party assessments.
Altamira Recruiting is a software as a service (SaaS) applicant tracking system that allows companies to manage their recruiting process online. It provides tools for job posting, applicant tracking, and communication with candidates. The system includes a front office career center module and back office administrative interface. Recruiters can search, screen, and track applicants. Workflows automate status updates. Reporting gives insight into recruiting metrics. Pricing is based on database size and number of users.
Innovation decision making new product development strategy design 3 powerpoi...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development strategy design 3 powerpoi...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process style design 3 pow...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process style design 3 pow...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process style design 3 pow...SlideTeam.net
This document outlines an innovation process model with several key elements organized into internal and external categories. Internally, it focuses on culture, leadership, values, business model, processes, and capabilities. Externally, it examines stakeholders, customers, brand, market, technologies, and competitors. The goal is to understand all factors and successfully bring new offerings to customers.
Innovation decision making new product development process design 3 powerpoin...SlideTeam.net
This document outlines an innovation process model with several key elements organized into internal and external categories. Internally, it focuses on culture, leadership, values, business model, processes, and capabilities. Externally, it examines stakeholders, customers, brand, market, technologies, and competitors. The goal is to understand all factors and successfully bring new offerings to customers.
Innovation decision making new product development strategy style design 3 po...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Altamira Recruiting is a software as a service (SaaS) applicant tracking system that allows companies to manage their recruiting process online. It provides tools for job posting, applicant tracking, and communication with candidates. The system includes a front office career center module and back office administrative interface. Recruiters can search, screen, and track applicants. Workflows automate status updates. Reporting gives insight into recruiting metrics. Pricing is based on database size and number of users.
Innovation decision making new product development strategy design 3 powerpoi...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development strategy design 3 powerpoi...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process style design 3 pow...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process style design 3 pow...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process style design 3 pow...SlideTeam.net
This document outlines an innovation process model with several key elements organized into internal and external categories. Internally, it focuses on culture, leadership, values, business model, processes, and capabilities. Externally, it examines stakeholders, customers, brand, market, technologies, and competitors. The goal is to understand all factors and successfully bring new offerings to customers.
Innovation decision making new product development process design 3 powerpoin...SlideTeam.net
This document outlines an innovation process model with several key elements organized into internal and external categories. Internally, it focuses on culture, leadership, values, business model, processes, and capabilities. Externally, it examines stakeholders, customers, brand, market, technologies, and competitors. The goal is to understand all factors and successfully bring new offerings to customers.
Innovation decision making new product development strategy style design 3 po...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process style design 3 pow...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process design 3 powerpoin...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development strategy design 3 powerpoi...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development strategy design 3 powerpoi...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process design 3 powerpoin...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Recovering Interaction Design Patterns in Web Applications Porfirio Tramontana
In the last years, appropriate user interaction design patterns for Web Applications have been defined to improve the development and quality of such applications. Identifying which interaction design patterns are implemented in the Web client pages of an existing application may make easier some maintenance tasks, such as the re-engineering of the user interfaces.
In this paper a method to support the automatic identification of interaction design patterns implemented in a Web client page is proposed. The method is based on reverse engineering techniques aiming to search the page code for those features characterizing a pattern.
Symphony, a Software and ITES company offers Information Technology Services, Software Development , Software Management and Maintenance , Managed Processes, Consultancy, Products and Project Management to its clients and partners as part of its package-based solutions approach.
IBM Training for Professional Certification provides certification programs to enhance skills and prove expertise. Certification demonstrates proficiency in IBM technologies, allows engagement with certified peers, and earns a personal seal of approval. IBM offers a comprehensive range of product and solution certifications to ensure skills are up to date on the most recent technologies.
This document provides strategies for writing an effective resume, including how to structure different types of resumes, ways to make your resume stand out, and tips for selecting powerful keywords. It discusses using themes and highlighting accomplishments to showcase experience, and generating targeted word clouds and QR codes to attract employers. The key recommendation is to be creative in customizing your resume format and content for each job application.
Á quick run down on some of the Language features available on C# 8.0.
The deck was prepared for the recently held .NET CONF 2019 at Bangalore, india on 19-OCT-2019.
The document discusses developing realistic software project cost contingencies. It notes that typical contingencies are often inadequate given that software project cost estimates can vary significantly, from 30% lower to 60% higher than the original estimate. It recommends recognizing that all estimates are approximations, understanding that differences will occur, and identifying a realistic contingency based on potential risks. Building a thorough original estimate and implementing strong project management controls can help reduce uncertainty and the need for contingency funds.
Specialist Talent Assessment Services provides assessment services to help companies facing challenges like bandwidth issues conducting technical interviews, consistency across locations, and reducing costs. They offer resume screening, phone/video interviews, in-person assessments, and behavioral competency assessments using experienced consultants in 17 locations. Their proprietary framework mirrors clients' processes. They have assessed over 400 years of talent across roles, technologies, and industries.
The VDAB is the main public employment service provider in Flanders, Belgium, with 5000 employees serving 4 million customers. It has an annual budget of €520 million and partners with private employment services. VDAB uses Oracle solutions including Siebel Campaign Management and Business Intelligence to automatically match jobseekers to vacancies, communicate opportunities across channels, and gain insights to better serve customers and partners.
The document discusses Oracle HRMS recruitment modeling and self-service functions. It describes the typical recruitment cycle as including preparation, selection, and appointment stages. It outlines how Oracle HRMS allows users to track applicant progress through the recruitment cycle and enter applicant details. The document also summarizes the self-service functions available for recruitment in Oracle HRMS, including viewing vacancies, applying for jobs, suitability matching, and creating and approving candidate offers.
Consulting Point is an executive search firm focused on recruiting for Business Information Management roles. They have extensive experience recruiting for BI, ECM, and CRM positions. Their team includes former management consultants with networks throughout the EMEA region. Consulting Point uses a consultative approach to identify qualified permanent and contract candidates for their clients. They have a database of over 45,000 candidates and use innovative techniques like LinkedIn headhunting to source passive candidates not listed on job boards.
Specialist Talent Assessment Frameworks provides talent assessment services through technical screening of resumes, telephonic and in-person interviews conducted by subject matter experts across various technologies to help clients efficiently evaluate candidates and reduce hiring costs while maintaining quality. They have a proprietary delivery framework and experience assessing a wide range of talent across multiple locations to suit clients' needs.
Specialist Talent Assessment Services provides talent assessment and interviewing services to help companies facing challenges like bandwidth issues conducting technical interviews, consistency of assessments across locations, and reducing costs. They have 17 locations worldwide, assess talent from 3-20 years experience, and have assessed for top companies. Their services include resume screening, interviews, assessments, and reporting to mirror clients' processes or be customized.
This document describes a complete e-recruitment solution called Innovate Recruitment that provides tools to manage the entire recruitment process online. It allows employers to advertise jobs, receive applications, screen and sort candidates, schedule interviews, and monitor recruitment analytics. The system offers features like an online application portal, candidate profile sections, automatic job alerts, and administrative tools for managing the process. It aims to help companies improve recruitment, reduce costs, and maximize performance.
This document discusses the importance of hiring the right frontline employees. It emphasizes that the biggest hiring decision is the first one - whether to hire a candidate. It promotes the Kronos Workforce Acquisition hiring solution, which uses automation, assessments, and analytics to select the best-fit candidates who will perform well and stay longer. It provides an overview of the solution's end-to-end hiring process and benefits such as improved workforce quality, controlled labor costs, and minimized compliance risk.
This document discusses a web-based platform called Ozone for process automation and workflow customization without coding. Ozone allows users to build modules to manage various items like defects, requirements, and test cases. Templates can be created to define the fields, workflow, and other aspects of a process and then modules are generated from these templates. Both out-of-the-box and custom templates are available. Ozone provides features like alerts, reminders, reports, and roles to support automated workflows. Consulting and training services are also available to help organizations implement workflow solutions using this platform.
Consulting Point is an executive search and selection firm focused on recruiting for Business Information Management (BIM) roles across EMEA. They have extensive experience recruiting for consulting firms and end users. Their BIM team recruits for roles in business intelligence, enterprise content management, and customer relationship management using various techniques like databases, networking, and headhunting. Consulting Point offers contingency recruitment on a no-fee basis until a candidate is hired as well as retained search and temporary contracting services. They have a large network of over 45,000 BIM candidates and 3000 consultants on LinkedIn.
Innovation decision making new product development process style design 3 pow...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process design 3 powerpoin...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development strategy design 3 powerpoi...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development strategy design 3 powerpoi...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Innovation decision making new product development process design 3 powerpoin...SlideTeam.net
The document is a diagram showing an innovation process model with various elements related to business, customers, products, services, technologies, and the market. The model depicts factors such as culture, leadership, stakeholders, insights, brand values, business model, customer experience, product offering, service, manufacturing, and competitors. Arrows connect elements and show their relationships and influence on one another throughout the innovation process.
Recovering Interaction Design Patterns in Web Applications Porfirio Tramontana
In the last years, appropriate user interaction design patterns for Web Applications have been defined to improve the development and quality of such applications. Identifying which interaction design patterns are implemented in the Web client pages of an existing application may make easier some maintenance tasks, such as the re-engineering of the user interfaces.
In this paper a method to support the automatic identification of interaction design patterns implemented in a Web client page is proposed. The method is based on reverse engineering techniques aiming to search the page code for those features characterizing a pattern.
Symphony, a Software and ITES company offers Information Technology Services, Software Development , Software Management and Maintenance , Managed Processes, Consultancy, Products and Project Management to its clients and partners as part of its package-based solutions approach.
IBM Training for Professional Certification provides certification programs to enhance skills and prove expertise. Certification demonstrates proficiency in IBM technologies, allows engagement with certified peers, and earns a personal seal of approval. IBM offers a comprehensive range of product and solution certifications to ensure skills are up to date on the most recent technologies.
This document provides strategies for writing an effective resume, including how to structure different types of resumes, ways to make your resume stand out, and tips for selecting powerful keywords. It discusses using themes and highlighting accomplishments to showcase experience, and generating targeted word clouds and QR codes to attract employers. The key recommendation is to be creative in customizing your resume format and content for each job application.
Á quick run down on some of the Language features available on C# 8.0.
The deck was prepared for the recently held .NET CONF 2019 at Bangalore, india on 19-OCT-2019.
The document discusses developing realistic software project cost contingencies. It notes that typical contingencies are often inadequate given that software project cost estimates can vary significantly, from 30% lower to 60% higher than the original estimate. It recommends recognizing that all estimates are approximations, understanding that differences will occur, and identifying a realistic contingency based on potential risks. Building a thorough original estimate and implementing strong project management controls can help reduce uncertainty and the need for contingency funds.
Specialist Talent Assessment Services provides assessment services to help companies facing challenges like bandwidth issues conducting technical interviews, consistency across locations, and reducing costs. They offer resume screening, phone/video interviews, in-person assessments, and behavioral competency assessments using experienced consultants in 17 locations. Their proprietary framework mirrors clients' processes. They have assessed over 400 years of talent across roles, technologies, and industries.
The VDAB is the main public employment service provider in Flanders, Belgium, with 5000 employees serving 4 million customers. It has an annual budget of €520 million and partners with private employment services. VDAB uses Oracle solutions including Siebel Campaign Management and Business Intelligence to automatically match jobseekers to vacancies, communicate opportunities across channels, and gain insights to better serve customers and partners.
The document discusses Oracle HRMS recruitment modeling and self-service functions. It describes the typical recruitment cycle as including preparation, selection, and appointment stages. It outlines how Oracle HRMS allows users to track applicant progress through the recruitment cycle and enter applicant details. The document also summarizes the self-service functions available for recruitment in Oracle HRMS, including viewing vacancies, applying for jobs, suitability matching, and creating and approving candidate offers.
Consulting Point is an executive search firm focused on recruiting for Business Information Management roles. They have extensive experience recruiting for BI, ECM, and CRM positions. Their team includes former management consultants with networks throughout the EMEA region. Consulting Point uses a consultative approach to identify qualified permanent and contract candidates for their clients. They have a database of over 45,000 candidates and use innovative techniques like LinkedIn headhunting to source passive candidates not listed on job boards.
Specialist Talent Assessment Frameworks provides talent assessment services through technical screening of resumes, telephonic and in-person interviews conducted by subject matter experts across various technologies to help clients efficiently evaluate candidates and reduce hiring costs while maintaining quality. They have a proprietary delivery framework and experience assessing a wide range of talent across multiple locations to suit clients' needs.
Specialist Talent Assessment Services provides talent assessment and interviewing services to help companies facing challenges like bandwidth issues conducting technical interviews, consistency of assessments across locations, and reducing costs. They have 17 locations worldwide, assess talent from 3-20 years experience, and have assessed for top companies. Their services include resume screening, interviews, assessments, and reporting to mirror clients' processes or be customized.
This document describes a complete e-recruitment solution called Innovate Recruitment that provides tools to manage the entire recruitment process online. It allows employers to advertise jobs, receive applications, screen and sort candidates, schedule interviews, and monitor recruitment analytics. The system offers features like an online application portal, candidate profile sections, automatic job alerts, and administrative tools for managing the process. It aims to help companies improve recruitment, reduce costs, and maximize performance.
This document discusses the importance of hiring the right frontline employees. It emphasizes that the biggest hiring decision is the first one - whether to hire a candidate. It promotes the Kronos Workforce Acquisition hiring solution, which uses automation, assessments, and analytics to select the best-fit candidates who will perform well and stay longer. It provides an overview of the solution's end-to-end hiring process and benefits such as improved workforce quality, controlled labor costs, and minimized compliance risk.
This document discusses a web-based platform called Ozone for process automation and workflow customization without coding. Ozone allows users to build modules to manage various items like defects, requirements, and test cases. Templates can be created to define the fields, workflow, and other aspects of a process and then modules are generated from these templates. Both out-of-the-box and custom templates are available. Ozone provides features like alerts, reminders, reports, and roles to support automated workflows. Consulting and training services are also available to help organizations implement workflow solutions using this platform.
Consulting Point is an executive search and selection firm focused on recruiting for Business Information Management (BIM) roles across EMEA. They have extensive experience recruiting for consulting firms and end users. Their BIM team recruits for roles in business intelligence, enterprise content management, and customer relationship management using various techniques like databases, networking, and headhunting. Consulting Point offers contingency recruitment on a no-fee basis until a candidate is hired as well as retained search and temporary contracting services. They have a large network of over 45,000 BIM candidates and 3000 consultants on LinkedIn.
EFutures is a Sri Lankan company founded in 2000 that provides software development and IT services. It has over 12 years of experience developing software for clients across various industries. The company operates 3 offices in Colombo and has a worldwide client base as well as partnerships with major technology companies. EFutures prides itself on its core competencies in software development, IT infrastructure, and expert consultation. It utilizes a flat organizational structure and rigorous recruitment and selection process to staff its projects.
PeopleSoft HCM leveraged for Global HR & Payroll Operations by largest manufacturer of photovoltaic films with 5,000 employees spread across three production locations in the USA, Germany and Malaysia.
The document describes an online recruitment system that allows employers to manage all stages of the recruitment process online. It discusses features like job posting, applicant filtering and tracking, cost savings over traditional recruitment methods, and ease of use. The system provides applicants tools like an online CV and cover letter builder.
Nancy Gupta is seeking a challenging role as a quality engineer in the software testing field, preferably in the IT industry. She has over 3 years of experience as a quality engineer at Ola and IBM India, where she performed tasks like test case development, execution and tracking, defect logging, and ensuring software quality. She has expertise in testing mobile, web, and backend applications across industries like e-commerce, telecom and healthcare. She is proficient with tools like Selenium, SOAP UI, JIRA and languages like Java, C and SQL. She holds an ISTQB certification and B.Tech degree in Computer Science.
Smarter Planet Education provides training in three phases - basic, internship, and incubation. The basic phase focuses on core programming concepts using tools like Eclipse. The internship phase includes industry projects. The incubation phase provides specialized training for specific industry tools and technologies, followed by live industry projects where performance determines salary. Students gain work experience, certifications, and potential job placement. Hardware, software, fees, and payment terms are also outlined.
The document is about an online recruitment company called TheJobs.co.in that provides recruitment solutions and services for job seekers and employers in India. Some key services they offer include an online job portal, resume services, career counseling, applicant tracking services for employers, and databases of job seekers and open positions. They aim to make the recruitment process fast, simple and effective for both job seekers and employers.
HeadTracker is a recruitment management software that helps track the recruitment workflow process. It allows users to build a customized candidate database, track recruitment statuses, and generate reports. The software can be installed on an internal network or hosted online, and provides benefits such as centralized data storage and accessibility from any device with a web browser.
THE OPEN SOURCE OPPORTUNITY: Monetizing Open Source Though Partnershipscyberopticgroup
Small businesses struggle with piecing together disparate systems from multiple vendors, costing time and money and inhibiting productivity. Open source software provides an opportunity for partners to help small businesses implement enterprise-class open source applications and gain significant revenue through professional services. The document outlines CyOp's value proposition as a partner that can implement and support open source applications both on-premises and in the cloud to address small business needs without vendor lock-in.
Innovation product design planning process style 3 powerpoint presentation te...SlideTeam.net
This diagram outlines an innovation process that considers various internal and external factors. It maps how an organization's culture, leadership, values, and capabilities influence its business model, processes, and product or service offering. It also examines how the customer experience, expectations, insights, and context relate to the brand, market approach, and technologies used. Key stakeholders are represented as influencing different elements of the process.
The document describes how an IT support center used Agile/Kanban principles to improve their operations. They broke work into user stories with SLAs, limited work in progress, and visualized workflow on a Kanban board. This increased transparency, reduced bottlenecks, and improved response time by focusing on the highest priority work.
1. Evolving e-recruitment technology
Talent Logix Recruit 360 Features v. 1.3
Talent Logix is a leading provider
of on-demand e-recruitment software.
With a wealth of experience in our field,
we are able to offer companies of all sizes
a truly integrated approach to their
recruitment processes.
Our easy to use and simple-to-implement
solutions are both intuitive and flexible, and
just as importantly, they really deliver results.
We provide:
Recruitment consultancy
Vacancy management
Candidate management
Agency management
Online applications
Automated telephone interviewing
Candidate talent banking
Management information
HR alignment & on-boarding
2. Candidate Engagement Standard / Optional Feature Description
Career Website / Portal Standard Careers web portal integrated with
corporate website
Career Website Multi-lingual Optional Multi-lingual website
Customised Career Website Optional Using HTML, XML and microsites
Vacancy Search Standard Search capability allowing
candidates to search for
vacancies by:
• Keywords
• Salary range
• Job title
• Region / location
• Business unit / department
• User defined
Job Alerts / Notifications Standard Email job alert notifications
allowing candidates to set up
alerts for new vacancies
relating to:
• Region / location
• Salary range
• Business unit / department
• Job title
Source Management Standard / Optional Feature Description
Job Posting Channel Standard Allows users to post vacancies to
an external careers website.
Multiple Job Posting Channel Optional Allows users to post single or
multiple jobs to single or multiple
job boards.
Publish to Print Channel Optional Allows users to post the job advert
into third-party newspapers via
Papirfly, and others. This will be
in format and will be posted to
specific publications.
www.talentlogix.co.uk Page Tel: 0844 994 3100
3. Candidate Applications Standard / Optional Feature Description
Application Form Template Standard A master template will be created
for the client which includes
mandatory and non-mandatory
fields.
Bespoke Application Forms Standard Application forms for various
vacancy types. Questions can be
mandatory or non-mandatory, and
weighting can be applied to each
question if required. Candidates
should complete the form within a
time set by the client. Each form
can then be saved as a template.
Upload CV Standard Candidates are able to upload
their CV either against a live
vacancy or to show interest
in future vacancies when
they become available. The
administrator can search against
CVs in the database to check for
suitable candidates when a new
vacancy is created.
Upload Covering Letter Standard This enables the candidate to
upload a covering letter with their
application.
Upload Candidate Picture Standard This enables the candidate to
upload a recent picture with their
application or CV upload.
Upload References Standard Candidates are able to upload
references as part of their
application.
Add a New Candidate Standard Allows a user to add a candidate’s
details directly into the candidate
database using the ‘create
candidate’ tool.
Candidate Delete Standard This allows candidates to self-
delete their details from the
candidate database
www.talentlogix.co.uk Page Tel: 0844 994 3100
4. Sort and Select Standard / Optional Feature Description
Add Questions Standard Add additional questions or
assessments to the application
process. The recruiter can set up
intelligent screening processes
to filter out applicants who do
not meet the minimum score or
criteria. Candidates can then be
filtered by score. Questions can
be created for a number of
different purposes including:
Internal and external candidates.
Online Assessments Standard Create templates for various
competency or knowledge-based
assessments.
Online Assessment Multi-lingual Optional Create competency assessments
in various languages.
Interactive Voice Assessments Optional Allows the recruiter to set up
an alternative self-service voice
channel for applications or
assessments using automated
telephone processes.
Online Assessments Third Party Optional Allows the recruiter to integrate
third party assessments into their
recruitment processes including:
Thomas International, SHL, Click
a Test and Cut-E.
Online Assessments Bespoke Optional Allows non-standard integration
into other third-party assessments.
Upload Assessment Notes Standard Allows the recruiter to upload
documents and notes against a
candidate’s details.
Emailing Applications Standard Allows applications and
assessments to be emailed to line
managers for review.
Line Manager Access Standard Allows recruiters to set up access
for line managers to access
selected candidates’ details
through the application for review.
These can be scored and ranked.
Additional Question Candidate Optional Allows recruiters to classify
Classification candidates classification
with key competencies and
identified through additional
search capability.
www.talentlogix.co.uk Page Tel: 0844 994 3100
5. Vacancy Management Standard / Optional Feature Description
Vacancy Management Standard Create new vacancies. Setting up
new roles the recruiter is able to
assign:
• Vacancy owners
• Role details
• Location/s
• Number of positions
• Agency assignment
• Job board assignment
• Application process
• Authorisation process
• Advertising assignment
• Correspondence methods
• Estimated cost to hire
Vacancies can be set up to allow
line manager access to selected
candidates.
Multi-lingual Vacancy Management Optional Allows use in multiple languages.
Job Role Templates Standard Allows an organisation’s job roles
and descriptions to be stored
in the database for use on new
vacancies.
Project Folder Standard Enables a user to upload
documents and add notes to each
vacancy file.
Vacancy Authorisations Standard Allows the user to create
authorisation processes within
an application then notify each
authoriser by email. Authorisers
can then authorise online.
www.talentlogix.co.uk Page Tel: 0844 994 3100
6. Candidate Tools Standard / Optional Feature Description
Candidate Career Portal Standard Candidates can register through
the corporate career website and
apply for vacancies, email jobs
to a friend or save to their job
favourites. Registered candidates
can be kept informed of new
vacancies as they are posted.
Through their portal or by email
candidates will be notified of
any tasks or reminders they
need to action.
Interview Allocations Standard Recruiters can offer interview
slots to candidates through
the candidate portal, giving
candidates time / date slots to
choose from. Recruiters can also
make use of email timeslots to
offer candidates interview times
by email. Candidates can either
accept or decline these times and
request alternative interview slots.
www.talentlogix.co.uk Page Tel: 0844 994 3100
7. Talent Bank Search Standard / Optional Feature Description
Talent Bank Search Standard Recruiters can search for
candidates in the ‘Talent Bank’
identifying candidates that match
any vacancy. Candidates can then
be assigned to any vacancy for
consideration. Search by:
• Name
• Application date
• Profession
• Salary range
• Location
• Test scores
If required, recruiters can set up
additional search fields upon
configuration of the application.
Key Word Search Standard Recruiters can also search for
talent using free text to search for
suitable candidates in the ‘Talent
Bank’.
Apply for a Vacancy from a Search Standard Recruiters can assign a candidate
to any vacancy from a search.
Parsing Optional Solution providing a robust
parsing engine that reads
resumés contextually and extracts
hundreds of key facts that are
then categorised and analysed,
resulting in searchable XML
records for user convenience.
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8. Reports Standard / Optional Feature Description
Reporting Dashboard Standard Standard report templates
including:
• Pipeline
• Activity
• Diversity
Further Action Report Standard Task and email reminders to
recruiters when candidates have
not been actioned.
Progress Reports Standard Vacancy status reports showing
recruitment activities and
tasks warning recruiters of any
bottlenecks or issues.
Applicant Lists Optional Ability to create data exports
and extracts for specific fields on
candidates or vacancies to third-
party applications such as HR or
Payroll.
Web Services Optional Option to extract data from the
system through a web service
enabling integration into third-
party HR Reporting or Payroll
systems.
Offer Management Standard / Optional Feature Description
Employment Documentation Optional Allows the recruiter to create
and make use of templates of
contract documents, with mail
merge fields to allow the creation
of employment contracts which
can then be printed and posted
out to candidates.
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9. HRMS Integration Standard / Optional Feature Description
HRMS Integration Optional Achieved by integrating using web
services.
Diversity Reports Standard / Optional Feature Description
Diversity Reports Standard Reports on age, gender or ethnic
background.
Candidate Anonymity Optional Recruiter can remove candidates’
personal details from line manager
access.
DDA Compliance Standard / Optional Feature Description
Website Accessibility Standard Career portal will be created to
conform with a minimum 1 (A) of
the W3C accessibility guidelines.
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10. Offer Management Standard / Optional Feature Description
Personal Users Standard The user’s personal information,
access levels and log-in details.
Other User Access Standard Allows an administrator user to
view other users’ access to the
system, including contact details.
Organisational Hierarchy Optional Organisation’s information
including contacts, departments,
locations, logos and images.
User Access Levels Standard • Complete access
(super users)
• HR Manager access
(HR head access)
• Administrator access
(recruiter)
• Limited access
(hiring or line manager)
• Agency access
(limited to view only)
Application Form Template Standard Enables admin users to create/
edit new or existing application
templates.
Vacancy Template Administration Standard Enables admin users to create/edit
new or existing templates.
Additional Question Administration Standard Enables admin users to edit/create
additional questions on templates.
Help Files and Guidelines for Users Standard Online help and guidelines for
- Standard using the standard application.
Help Files and Guidelines for Users Optional Online help and guidelines
– Non-standard to use for a customer-specific
application.
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11. Security and Privacy Standard / Optional Feature Description
User Password Setup Standard Setup of user with secure user
name and password access
Enhanced Password Protection Optional Forces the password to be a
combination of upper and lower
case and numerical digits.
Inactive Password Standard Administrators can set a password
expiry time on user profiles.
Incorrect Password Lockout Standard The user is locked out if they
attempt to log in using the
incorrect password more than
three times.
Session Time Out Standard The user is timed out after 30
minutes of inactivity.
Enterprise Session Encryption Standard Provides secure data protection
(SSL or 128) whilst in transit between users and
websites.
Periodic Password Resets Standard The system administrator can set
up the system to force password
resets periodically.
Manual Password Resets Standard The system administrator can
manually reset passwords when
required.
IP Filtering Standard Each session needs to be on the
same IP address for the duration
of the session.
Cookie Consistency Standard A user cannot email the URL of
a back-office session to another
user, thus preventing access to the
application without logging in.
Archiving Standard System will delete those
candidates who do not update
their details within a specific time.
The system will purge out an
out-of-date record but will email
the candidate before the record is
removed.
CAPTCHA Malicious Attack Optional Ensures that all new candidate
Protection registrations are genuine and
prevents account harvesting
scripts.
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12. Recruitment Workflow Standard / Optional Feature Description
Recruiter’s Dashboard Standard Users have a unique dashboard
upon logging into the application,
showing an overview of the
vacancies, calendar events, tasks,
candidate details, favourites and
reports assigned to them.
Vacancy Details Standard Details all vacancies being
managed at user level. This
outlines vacancies that are draft,
authorised, finalised, live and
expired. Within each vacancy’s
listing are details of the processes
assigned to the vacancy, such as:
• Application process
• Candidate applications
• Authorisation process
• Advertising source/s
• Agencies
• Costs
• Documents
Recruitment Calendar Standard Details of all recruitment
activities that the user is
responsible for, displaying
details such as interview times /
dates, assessment days,
interview slots for interviewer /
line managers.
Talent Bank Standard Stores speculative candidate
registrations and CVs for future
recruitment activity, with full search
functionality.
Candidate Records Standard Candidates’ records are stored
within the system database.
These records could include
contact / personal information,
applications completed,
correspondence, notes and details
of any applications completed,
including stage and rating.
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13. Recruitment Workflow (cont.) Standard / Optional Feature Description
Standard Workflow Standard Recruitment process contains:
• Application / CV rating
• Invite to assessment
• Invite to telephone interview
• Invite to first interview
• Invite to second interview
• Invite to further assessment
• Job offer
• Hire
Rejections:
• Automatic rejection
• Manual rejection
• Reject following telephone
interview
• Reject following first interview
• Reject following second
interview
• Candidates that withdraw
Correspondence Library Standard A library of standard documents
and templates for use in
correspondence with candidates.
Documents can be added or
edited by the administrator.
Communications Library Standard Area where standard documents
and templates are controlled.
Candidate Documents Standard Ability to upload candidate-
specific documents and
correspondence.
SMS Correspondence Optional Recruiters are able to
take advantage of SMS
correspondence to keep candidate
engaged and to send reminders/
alerts. Users can also type in
SMS messages or use SMS
templates for individual or groups
of candidates.
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14. Recruitment Workflow (cont.) Standard / Optional Feature Description
Employee Record Optional This feature enables users to
identify a list of employees that
have been hired through the Talent
Logix system. Recruiters can
search for employees by various
search criteria.
Column Editor Optional Users can hide field columns or
reveal additional functionality
to edit the system’s data views.
These preferences can be saved
for later use by the user.
User Access Standard Set up user authorisation and
access levels. Examples include:
• Complete access (Super user)
• Mid-level access (HR/recruiter)
• Limited access (Line manager)
Configurable User Access Standard Access levels for users can be
configured to allow read/write
access or access to certain
departments or campaigns /
vacancies.
Interview Administration Standard Recruiters are able to invite
candidates to interviews at a
specific time / date, or contact
groups of candidates to invite
them to attend assessment
centres. Users can also set up
interview slots for the candidates
to select their own preference
through the candidate portal.
Groups of candidates can be
contacted with suggested
interview slots which they can
either accept, reject or suggest
an alternative time/date.
Recruiters can also send further
details to candidates, such as
special requirements, requests,
directions or maps.
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15. Recruitment Agency Standard / Optional Feature Description
Agency Clients Standard Allows users to view a list
of approved agencies with
associated specialisms.
Agency Management Standard Users can hide field columns or
reveal additional functionality
to edit the system’s data views.
These preferences can be saved
for later use by the user.
Agency Logo Standard Allows users to add agency logos
to agency records.
Agency Terms and Conditions Standard Users can add agency terms and
conditions to agency records.
Vacancy Access Standard Users can select an agency from a
list of approved agencies or create
a new agency to recruit candidates
for a specific vacancy / vacancies.
Multiple Vacancy Access Standard Allows recruiters to select multiple
agencies to recruit for a specific
vacancy / vacancies.
Headhunter Candidate Updates Standard Allows recruiters to keep certain
candidate records updated
and alert them when a suitable
vacancy become available.
Candidate Search Standard Allows agencies to search on
all candidates that they are
managing.
Candidate Duplication Standard Avoids duplication by highlighting
to the recruiter if candidates are
submitted by an agency as well
as directly by the candidates
themselves.
Recruitment Calendar Standard Allows agencies access to set
up interviews and view calendar
events on behalf of candidates.
Agency Candidate Application Standard Allows agencies to submit
applications on behalf of
candidates.
Agency CV Submission Standard Allows agencies to submit CVs on
behalf of candidates which can be
reviewed manually or by key word
/ content search.
Hires Standard Allows agencies to view reports on
hires including, application date,
time to hire, client, vacancy and
recruiter.
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16. Find out more If you like what you’ve seen here and want to know more
about how our e-recruitment solutions could help transform
both your HR function and your wider commercial performance,
please don’t hesitate to contact us for an informal chat or to
arrange an online demonstration or a no-obligation visit from
one of our team.
Tel: 0844 994 3100
Email: info@talentlogix.co.uk
Web: www.talentlogix.co.uk
www.talentlogix.co.uk info@talentlogix.co.uk Tel: 0844 994 3100
Talent Logix Limited, No. 2 Wellington Place, 4th Floor, Leeds, LS1 4AP