© 2011 Fieldglass, Inc.
Better understand the organiza-
tion’s entire spectrum of talent
needs, enabling proactive,
strategic human capital programs
Leverage the company’s respected
brand to attract talent
Obtain a panoramic view across all
types of talent pools. Use company
retirees, alumni and interns for
filling temporary positions or
project based work
Leverage former contingent
workers as prospective full-time
employees
Use in-house or through an RPO
to utilize different recruiting
sources for various situations while
maintaining consistent processes
and analysis
Provide hiring managers with a
common requisition process to
improve user adoption and simplify
training
Key BenefitsIn the past, companies have been forced to use several different systems and processes to find and
hire contingent workers, service providers and direct hires. Fieldglass Recruiter allows organiza-
tions to use one, comprehensive platform for recruiting any and all workers. HR and procurement
teams can now directly source human capital and strategically leverage the talent resources already
in their networks, such as retirees, alumni and interns, for any open position. For example, a retiree
can be rehired as a temporary worker, or a contract worker can be recruited for a full-time position.
Fieldglass Recruiter is a natural extension of its lead-
ing contingent workforce management and services
procurement platform. This allows companies already
using a Fieldglass solution to further their ability to
find the most qualif ied workers to fulfi l l team and
project needs.
How Does it Work?Fieldglass Recruiter offers powerful functionality to
search, identify and track qualified contingent labor
or employee candidates, contract work, and services
engagements. The integrated requisitioning process
creates a single starting point for hiring managers that
helps ease user training and improves user adoption.
In addition, the Applicant Tracking System (ATS) can
be used used by in-house recruiters or through an
outsourced recruit ing provider (RPO), of fering
program management flexibility.
Career SitesCompanies can communicate open or future job openings using one or many customizable career
sites. Potential candidates then search for job postings within the career sites using three search
methods:
BASIC: Search by single keyword or text string, and/or location
ADVANCED: Narrow search results by defining more criteria such as job type and qualifications
FUTURE OPENINGS: Find potential future openings based on keywords
New users create a profile in the system and returning users can login to respond to open postings.
Candidates can apply for current or future openings by selecting the Apply or Pre-Apply button on
a job posting.
FIELDGLASS RECRUITERAcquire full and part-time employees. Directly source specialized contingent labor.
Leverage known talent pools, such as retirees.
Fieldglass InSite
Recruitment SolutionThe Fieldglass Insite Recruitment solution allows organizations to use one, comprehensive solution for the entire recruitment process of any and all employees.
In the past, companies have been forced to use several different systems and processes to find and hire contingent workers, service providers and direct hires. HR and procurement teams can now directly source human capital and strategically leverage the talent resources already in their networks, such as retirees, alumni and interns, for any open position. For example, a retiree can be rehired as a temporary worker, or a contract worker can be recruited for a full-time position.
The Recruitment solution is a natural extension of its leading contingent workforce manage-ment and services procurement platform. This allows companies already using Fieldglass InSite to further their ability to find the most qualified workers to fulfill team and project needs.
How Does it Work?The Recruitment solution offers powerful functionality to search, identify and track qualified contingent labor or employee candidates, contract work, and services engagements. The integrated requisitioning process creates a single starting point for hiring managers that helps ease user training and improves user adoption. In addition, the application can be used by in-house recruiters or through an outsourced recruiting provider (RPO), offering program management flexibility.
Career Sites Companies can communicate open or future job openings using one or many customizable career sites. Potential candidates then search for job postings within the career sites using three search methods:
Basic: Search by single keyword or text string, and/or location
Advanced: Narrow search results by defining more criteria such as job type and qualifications
Future Openings: Find potential future openings based on keywords
New users create a profile in the system and returning users can login to respond to open postings. Candidates can apply for current or future openings by selecting the Apply or Pre-Apply button on a job posting.
Recruitment ToolsSeveral capabilities allow an internal recruitment team or RPO to easily manage the entire recruitment process.
Submit to Internal & External Job Boards: Recruiters can send job postings to external job boards through eQuest. The recruiter has an opportunity to review each submission before it is posted to the public. Track Candidates & Applicants: The system distinguishes between candidates and applicants to help recruiters accurately sort the talent pool. Once a candidate actually applies to a job posting, they become an applicant. Recruiters use the tabs for several functions, including multiple candidate comparisons, rejecting or rating candidates, tagging a job seeker as a finalist, tracking recruiting expenses and sharing interview comments.
Forums: Hiring managers and recruiters can hold collaborative discussions about job postings, such as clarifying questions and interview scheduling.
Talent Pool ManagementThe Recruitment solution allows companies to maintain a comprehensive data repository of talent assets and helps identify quality candidates in the system.
Workforce Listing: The workforce listing is a baseline view of an organization’s known talent resources with their associated skills/experiences. Sub-categories can be identified, such as alumni, retirees, or former contingent workers.
Talent Searching: Recruiters can easily search for candidates based on the initial job description or other criteria. The search result includes a “score” to identify how well the candidate matches the position’s qualifications. A recruiter can then take several actions, such as inviting candidates to apply for the position. In contrast, recruiters can also conduct a reverse search to find job postings that match a specific talent resource or to find resources with similar qualifications as an existing candidate.
Tagging: This unique feature allows recruiters to associate one or more searchable keywords to a candidate related to their skills or characteristics. For instance, a recruiter might meet with a candidate that isn’t a fit for a database administration position, but is a strong candidate for an IT project leader. The recruiter can associate the candidate with the tags, “IT project management”. Going forward, the candidate will appear in any tag-specific search that includes those terms. This allows recruiters to share information about candidates.
Key BenefitsBetter understand the organization’s entire spectrum of talent needs, enabling proactive, strategic human capital programs.Leverage the company’s respected brand to attract talent.Obtain a panoramic view across all potential types of talent pools to better evaluate known resources for future hiring needs. For example, use company retirees, alumni and former interns for filling contract, temporary positions or services projects.Leverage former contingent workers as prospective full-time employees.Use in-house or through an RPO to utilize different recruiting sources for various situations while maintaining consistent processes and analysis.Provide hiring managers with a common requisition process, improving user adoption.
ffffffffInSite guides hiring managers through each step of the recruiting process.
Fieldglass Recruiter guides hiring managers through each step of the recruiting process.
© 2011 Fieldglass, Inc.
Talent Pool ManagementFieldglass Recruiter allows companies to maintain a comprehensive data repository of talent assets
and helps identify quality candidates in the system.
WORKFORCE LISTING: The workforce listing is a baseline view of an organization’s known talent
resources with their associated skills/experiences. Sub-categories can be identified, such as alumni,
retirees or former contingent workers.
TALENT SEARCHING: Recruiters can easily search for candidates based on the initial job description
or other criteria. The search result includes a “score” to identify how well the candidate matches the
position’s qualifications. A recruiter can then take several actions, such as inviting candidates to apply
for the position. In contrast, recruiters can also conduct a reverse search to find job postings that match
a specific talent resource or to find resources with similar qualifications as an existing candidate.
TAGGING: This unique feature allows
recruiters to associate one or more
searchable keywords to a candidate
related to their skills or characteristics.
For instance, a recruiter might meet with
a candidate that isn’t a fit for a database
administration position, but is a strong
candidate for an IT project leader. The
recruiter can associate the candidate
with the tags, “IT project management”.
Going forward, the candidate will appear
in any tag-specific search that includes
those terms. This allows recruiters to
share information about candidates.Use comparison tools to quickly reach the most qualified candidates in your talent pool.
Recruitment ToolsSeveral capabilities allow an internal recruitment team or RPO to easily manage the entire
recruitment process.
SUBMIT TO INTERNAL & EXTERNAL JOB BOARDS: Recruiters can send job postings to external job
boards through eQuest. The recruiter has an opportunity to review each submission before it is
posted to the public.
TRACK CANDIDATES & APPLICANTS: The system distinguishes between candidates and applicants
to help recruiters accurately sort the talent pool. Once a candidate actually applies to a job posting,
they become an applicant. Recruiters use the tabs for several functions, including multiple candidate
comparisons, rejecting or rating candidates, tagging a job seeker as a finalist, tracking recruiting
expenses and sharing interview comments.
FORUMS: Hiring managers and recruiters can hold collaborative discussions about job postings,
such as clarifying questions and interview scheduling.
Why FieldglassLeading technology provider to
procure and manage contingent
labor and services
Commitment to innovation
Experienced professional services
and support team
Rapid deployment and high user
adoption rates
Impressive customer base with
proven implementation successes
SAS 70 level II compliant since 2005
Widespread global footprint
Flexible platform to support
multiple program options
Experienced executive team with
extensive industry and techno-
logical knowledge
Contact UsCorporate HeadquartersFieldglass, Inc.
125 South Wacker Drive, Suite 2400
Chicago, IL 60606
t :: 312 279 8700
e :: [email protected]
w :: www.fieldglass.com
Europe Office3000 Hillswood Drive
Hillswood Business Park
Chertsey, Surrey, KT16 0RS
United Kingdom
t :: +44 (0)1932 895 007
e :: [email protected]
Australia OfficeSuite 5, 4 Harland Rd
Sydney NSW 2094
Australia
t :: +61 (0)420 961 110
e :: [email protected]
