Talent Hiring System

1
Talent Hiring System

• Payroll Users Group Meeting
• June 7, 2006

2
Topic Overview

• Welcome
• Introduction - PeopleAdmin, Inc.
• System Benefits
• System Overview - Workflow
• Training Dept. Users and Hiring Managers
• Go Live!

3
Introduction

• Who is PeopleAdmin?
• Solution automates the hiring process for
  government institutions and higher education
• Over 200 customers
• Why Selected?
• Shorter implementation period
• Integrates outside information with internal
  database and processes (applicant data)

4
Key System Benefits

• Key Employment System Benefits
• Reduction in data entry better data collection
• Streamlined job posting process
• Faster processing and availability of
  applications and supporting materials
• Improved communication Applicants Hiring
  Managers - Departments Human Resources

5
System Overview

• Applicant Site
• Create Application
• Apply to multiple postings
• Answer screening questions attach docs
• Check status

• Dept Users Site
• Create Reqs submit to HR
• Review apps who meet min qualifications
• Hiring Data

• HR Site
• Approve / Open Reqs
• Review Applicant status and close reqs.
• Oversee entire process

6
User Roles and Definitions

• Preparer
• Creates and forwards a new requisition to the
  next level.
• Approval 1
• First level of approval in department. Can
  create and forward a new requisition to the next
  level.
• Approval 2
• Second level of approval in department. Can
  create and forward a requisition to HR (Comp or
  Recruitment).

7
User Roles and Definitions

• Hiring Manager
• Able to view on-line applications and change
  applicant status.
• Guest User
• Able to view on-line applications only.

8
Step 1 Entering a New Requisition

• Vacancy (Replacement Position)
• Hiring Manger provides Preparer with position
  details
• Preparer enters new req and forwards to Approval
  1
• Approval 1 reviews, edits and forwards to
  Approval 2
• Approval 2 reviews, edits and forwards to HR
  Recruitment
• Note Routing to HR Comp is necessary only when
  sustentative changes are made to an existing job
  title. All new jobs must be reviewed and approved
  by HR Comp before a req. is entered in the system.

9
Step 2Requisition Approval and Posting

• HR Recruitment reviews requisition and approves
  for posting
• (e-mail notice to department and hiring manager)
• Recruiter contacts Hiring Manager to discuss
  recruitment plan and screening process
• Screening Questions and Disqualifying Questions
• Position posted on web site
• (Job Posting Date/ Job Close Date)

10
Step 3Applicant Flow

• Recruiter releases qualified internal and
  external applicants for Hiring Manager review
  (on-line)
• Hiring Manager conducts applicant interviews
• Hiring Manager changes the status of final
  applicant to Extended Offer pending employment
  references, background check.
• (e-mail notification to HR)

11
Step 4Closing a Requisition/Filling a Position

• HR conducts employment/background checks and
  provides results
• Hiring Manager changes status of remaining
  applicants (Interviewed but not hired)
• Hiring Manager enters hire data for new
  employee
• HR confirms status changes and ensures
  requisition is removed from web site

12
User Training

• Key Users Demo/Training - June 8
• Department Users Training Begins June 14
• Hiring Manager Begins late July
• Future Training On-line procedure manual and
  other resources.

13
Scheduled System Implementation

• Go Live Monday, July 31, 2006

14
Questions