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A universal web-based solution that allows you to greatly simplify the work of HR professionals related to the administration and control of HR document management, as well as interaction with staff.
Recruiting sites are one of the most popular places to find staff and jobs. It's easy to post a job and wait for responses. You can also look through resumes yourself and invite people to work. According to Vakant.ru, 90% of job seekers look for work online
The "HR-Processes" solution allows you to transfer the HR document flow into electronic form, while retaining the ability to work with paper documents. The solution is built into the current processes of the enterprise and becomes a convenient tool for personnel management.
It is a universal web-based solution that allows to significantly simplify the work of HR department specialists related to the administration and control of HR document flow, as well as interaction with personnel.
The "HR-processes" solution enables you to convert HR document flow into electronic form, while retaining the ability to work with paper documents. The solution is built into the current processes of the enterprise and becomes a convenient tool for personnel management.
Companies can choose the approach that suits them best:
classic business process automation. Allows for the acceleration of the organization's business processes, while keeping personnel documents in traditional paper form;
Partial conversion of documents into electronic form. Only labor contracts are kept in paper form, other HR documents become electronic;
Fully digital interaction. All personnel documents are created and stored in electronic form.
Human Resource metrics are measurements that help organizations track key areas in their HR data. In simple terms, these metrics help track and measure employee performance, initiative, proactivity, and engagement.
There are three main categories of HR metrics:
1. organizational effectiveness.
Percentage of employee turnover
Statistics of reasons for employee departures
Percentage of employee absence
Recruitment and hiring statistics (time to find candidates, number of applicants, search and hiring costs)
2. Personnel operations
Efficiency of personnel management
3. process optimization
Changes in the efficiency and effectiveness of the HR team over a period of time. This includes optimizing HR processes, developing a strategy, and rethinking the role of HR in the company.
Based on the staff planning performed, HR managers begin the search for specialists.
The first thing to do is to describe the position and the basic skills of the employee. If the vacancy is responsible, we recommend compiling a job profile. What this is, and how to compile it, we discussed in a previous article.
Once the profile of the specialist has been compiled, you need to write the vacancy. If you are looking for a cashier in the store, it is enough to specify the salary, the address of the store, and for formality - the requirements for the employee: responsible, communicative, punctual.
But if you are looking for a specialist, the drafting of the vacancy should be approached carefully:
Describe clear skills and requirements for the candidate to immediately screen out unsuitable applicants;
Describe the working conditions, career opportunities, development and everything else that might interest a specialist.
Don't forget that good employees are scarce, and all companies are fighting for them. Therefore, your offer must be competitive both in terms of pay and working conditions. What will you choose: to work in an office for 10 people, and go to the nearest diner for lunch, or to work in a private office, and have lunch for free in the office cafeteria?
Next, you need to post the job. Recruiting sites, media, and social media are good for this. You can use headhunting, exclusive search and other methods of personnel search (we also considered them in detail in previous articles).
Next, the company's HR processes include reviewing resumes, feedbacks, communicating with candidates, and inviting them to interviews. We move smoothly to the next stage of the HR process - evaluation and selection.
Basic functions
The standard offerings of selection services are built around the basic steps of the search. A good service helps:
maintain a resume database (convert questionnaires from any formats, filter from "duplicates", quickly search the database)
select candidates (ranking by keyword set, answers to questions, and other parameters);
create a schedule of interviews;
drafting standard letters - answers to candidates.
If a specialist is liked, but there is no suitable vacancy yet, the resume will go to the reserve. In modern services it is possible to leave comments and notes to a candidate's resume. This is convenient when working together, when several employees follow the maintenance of a vacancy at once. It is important that a service can collect information from the job search sites you need.
If all these elements are conveniently implemented, the basic requirements can be considered satisfied.
Additional features
Some services offer to extend the standard set. In addition to collecting and sorting questionnaires, they know how to work with vacancies:
publish vacancies on job search sites and in social networks;
collect feedback, make the initial rating of applicants.
Access to a resume database without the Internet and the ability to make changes from different devices will also be an advantage. If a manager simultaneously manages many vacancies in different areas, he will be able to make a mark or prepare a new vacancy at any time.
