New Applicant Tracking System Major Process Changes September 27, 2010 Major Process Changes • Applicant Experience Job Seeker Applicant Selected Candidate • WILL BE ENFORCED BY SYSTEM: Job seeker must submit completed application in order to be considered an applicant • ENHANCEMENTS: – – – – – Multiple attachments User profile customizations Job alerts Candidate communication agent Resume parsing (pre-populates fields on application) Major Process Changes • System Roles Create Requisitions Manage Requisitions Take Action on Requisitions Job Seeker Applicant Preparer Approver View Jobs View/Update Profile Hiring Manager HR Rep/ HR Contact Recruiter Major Process Changes • Job Requisitions/Postings – CHANGE IN PRACTICE: Applicants for research jobs can now submit documentation online – NEW REQUIREMENT: It will now be standard practice across all areas to post jobs for a minimum of 5 days – CHANGE IN PRACTICE: Job requisitions will be posted 48 hours after submitted to a Talent Acquisition recruiter – CHANGE IN PRACTICE: Applicants will be referred to hiring departments 5 days after the requisition is posted Major Process Changes • Job Requisitions/Postings – CHANGE IN PRACTICE: Departmental Postings will be discontinued • Internal Postings will be used (open to Institute employees) • Mitigates risk for the Institute Major Process Changes • Building of Candidate Pool – INCREASED OPPORTUNITY: If pool of candidates is inadequate, recruiter will work with hiring manager to recalibrate and/or refine sourcing efforts • Mitigates risk for the Institute Major Process Changes • Selection Process – CHANGE IN PRACTICE: Can no longer screen out candidates if cover letter is not submitted • It’s the law – CHANGE IN PRACTICE: All applicants must meet minimum requirements to be advanced to the hiring manager • Recruiter will partner with hiring manager to determine prescreening criteria • Differentiate jobseekers from applicants based on responses to prescreening questions Major Process Changes • Status Changes – CHANGE IN PRACTICE: Take action on applicants throughout the process to trigger automatic workflow actions – ENHANCEMENTS: • Selection and disposition will be standardized (drop down selection) • Bulk dispositioning – CHANGE IN PRACTICE: Contingent offers must now be made before background checks • Enhancement: All background check forms will now be sent and tracked through the system Major Process Changes • Selection Process – CHANGE IN PRACTICE (OPTIONAL): Reference checks can now be maintained in the system • Offers potential for building repository of reference contact information – Capability to generate and collect reference requests through system – Recruiter can attach reference letters to candidate’s profile Major Process Changes • Offer Process – CHANGE IN PRACTICE (Research Faculty): Finalized offer letters will be sent after background check – NEW REQUIREMENT: Offer letters will be generated and sent through the system • Offer letter templates with editable sections will be available in the system • Mitigates risk for the Institute • Provides centralized repository of offer letters • Departments will be able to enter documentation in the system which can be shared between Talent Acquisition and Global Human Resources Major Process Changes • Metrics – NEW FEATURE: Reporting and analytics • Standard reports will be available to hiring managers and HR Reps/Contacts – Open Requisitions Aging – Average Time to Hire – Applicant Details • Reports are available real-time