Basically, The Employment Center is a web
based system that provides an employer a resource for attracting job
candidates, qualifying them for job openings, and taking the candidate
through the employer's application process. Additional screening and
information gathering can be included in the process so that the employer
has obtained all of the information needed to make a decision about the
qualification of an individual for a job opening. All information is
gathered online in an automated format utilizing no resources from the HR
function until the data gathered is reviewed.
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The Employment Center stores and categorizes all job seeker data in electronic files, whether qualified or not. Consequently, if the employer is filed against for discrimination in the hiring process in a few months or a few years, that data can be accessed by job seeker name, social security number, job category applied for or date of application, and the entire complaint data file is then quickly, easily and readily constructed and can be printed to prove the job seeker did not meet the job pre-screening requirements.
The electronically maintained data file will contain all the data on both the job seeker who did not meet the job requirements and the applicant who did meet the requirements, and will reflect the employer's action regarding which applicants' data was viewed. Thus, the employer has an “audit trail” of the actions taken with the most qualified applicants from which a hiring decision was made. This data is also readily available for compiling EEO-1, OFCCP and VETS-100 reports.
Employer directs jobseekers to their Employment Center site through advertising. Upon visiting the employer's custom Employment Center, jobseeker will be able to:
Employer is provided access codes by location or operating unit. Appropriate personnel use the codes to add/delete job openings, access applicant data and utilize the applicant tracking features of the Employment Center:
The CRI Employment Center is the most economical and efficient system available to an employer today. The Employment Center goes beyond most HRIS systems in use today. These systems do their tasks well, but they were primarily created to house employee records. They were not designed, from a front-end standpoint, to deal with the intake and finite screening of job seekers and then differentiate an applicant from a job seeker, as CRI's Employment Center does. Companies using these systems for job seeker information flow require that resumes be emailed in by job title or opening, or faxed, in which case the fax number converts into an “E” file, or that paper resumes must be scanned in. These systems can process thousands of resumes, but those resumes still must be screened.
By utilizing customized, job specific questions and required answers to determine whether a job seeker is truly qualified as an applicant or not, and asking those questions “up front” via the web-based applicant process, an employer utilizing an Employment Center can eliminate the labor effort involved to determine which job seekers are job applicants and which aren't.
Proper, legal and effective differentiation of an applicant from a job seeker is critical. Employers with Affirmative Action plans who must file EEO-1 and OFCCP reports must compile applicants (not job seekers) versus hires in computation of the 4/5ths rule to determine whether discrimination exists in their hiring process. Thus, keeping non-qualified job seekers out of the qualified applicant pool to use in the computation is critical.
EEO-1 and other state or federal reporting requirements consider only qualified applicants relative to those hired. Unqualified job seekers are not considered.
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