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  • 2011 Fieldglass, Inc.

    Better understand the organiza-

    tions entire spectrum of talent

    needs, enabling proactive,

    strategic human capital programs

    Leverage the companys 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 organizations 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 positions 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 isnt 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 organizations entire spectrum of talent needs, enabling proactive, strategic human capital programs.Leverage the companys 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 organizations 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

    positions 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

    s