The recruitment process is managed in 5 steps which start after a new position has been identified.
Register Job Offer Details & Communicate: create a new record in the job offers register and enter the details.
- You may also need to define new competencies in the competencies table on the job offer form, otherwise select one that is already set-up.
- At this point, you can link the job offer to a record in the recruitment campaign register to record how it was communicated to the community.
Assign Candidates to the Job Offer: you may find that there are already candidates listed in the candidates register, who are suitable for the job offer. Once a person is listed in the candidates register, they can be assigned to a job offer.
Enter Candidate Details: If you receive applications from the community, you may need to enter the details of any new people into the individuals register (in the stakeholder module) and add them as new candidates in the candidates register.
- A person may already be listed in the individuals register if they have attended a course, and are recorded as a participant in the capacity building register.
Screen the Candidates: when the job application period has closed, screen the candidates by grading each candidate on each criterion from the screening policy (using the evaluation scores table on the job offer form).
- Prior to screening candidates, the relevant screening policy (and associated criteria) must be set up in the screening policies register.
Document Contracts for Successful Candidates: after you identify each successful candidate, enter the contract in the contracts table on the job offer form.
Monitor Contracts: Periodically during the life of the contract, or perhaps just after the contract is finished, you may wish to record the details of reviews, which determine (among other things) how a candidate is performing. To do this, use the review table on the contract form.