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Right from raising requisitions, to posting a job on the careers portal. Applicant sourcing from multiple channels, our applicant tracking system empowers you to make smarter decisions. When it comes to hiring talent and as a result, increasing the strategic value generated from the entire process.
MRF (Manpower requisition form) is used when employers have staff positions to fill. If an employer wants to make a new employee or replace an employee who is leaving the organization, he must submit a Manpower requisition form for approval. This system enables the employer to maintain overall administrative control of the hiring process and of staffing numbers and expenses. They also include the no. of working hours and pay rate, and the education and experience required as well as any particular job qualifications. The job role is listed and the form also states whether or not the position is new. If it isn’t, an individual being replaced and the cause for the replacement are noted.
Roles are the positions team members assume or are assigned –the part that each person plays in the organization.Responsibilities are the specific tasks or duties that members are expected to complete according to their roles. They are the specific activities or obligations for which individuals are held accountable when they assume—or get assigned —a role.For example, one of the responsibilities of the person in the role of Project Manager is to make sure that roles and responsibilities are clearly defined for the Project.
A job posting is an advertisement created by an employer, his administrative or human resources staff, or a recruiter that alerts current employees or the public of an immediate or future job opening within a company. The posting might appear on a company’s bulletin board, website or blog; or in print media, such as newspapers, magazines and industry-related publications. Job postings might also appear on career, job board, classified ad and social networking sites. Additionally, some employers invest in posting job openings via electronic ticker-style signs and phone or browser apps.
Candidate journey is an important element of your employer brand, and something you should be constantly looking to improve. Comprised of every touch point that a candidate has with your brand as they move along your application process, it will play a big part in shaping the opinion that is formed of your company as an employer.
Once you have advertised and promoted your vacancy, you should start to receive applications. The next step is to screen the CVs and shortlist the candidates you want to invite for interview.Application activity should peak in the first two to three weeks of your ‘campaign’. Beyond that, interest will start to diminish, if not disappear. If you receive no CVs, then your opportunity is not attractive enough. This may be down to a number of factors – salary, location or the way you are ‘selling’ the role. Some of these things you can change and you should, if you are having no success.
AIS – (Automated interview scheduling) empowers the hiring team to instantly schedule interviews online. Eliminating scheduling delays accelerates hiring and reduces the number of candidates who drop out of the interview process, while helping the talent acquisition team do more with their time.